No one looks forward to performance reviews. Many see them as just a waste of time. They don’t believe that the reviews accomplish very much, with evaluations that are often vague and general and not much use to the employee.

But performance reviews don’t have to be this way. They can actually be a great management tool to help employees improve their performance.

An effective performance review actually helps to motivate employees and get them on the right track to improve their performance and get their goals aligned with the company.

A good performance review lets a person know exactly how they’re doing and what they need to do to improve. It gives managers an opportunity to counsel employees and help them address any challenges or obstacles they are experiencing.

The performance review done right should help to increase the channels of communication and trust between manager and employee. And there is no obligation to stick just to performance. These reviews can cover everything from career development to increasing engagement and giving recognition to the employee. Here are a few additional ways to enhance the performance review.

1. A cooperative situation

Both the employee and the manager should be involved in the planning and preparation for the review. This helps to create a more transparent atmosphere. Both should work together to create an agenda for the topics to be covered. This way there are no surprises.

The review also needs to be a two-way street. Usually, the manager does all the talking. But ideally, it should be a discussion between the employee and the supervisor, where there is an exchange of information, thoughts and ideas.

2. Focus on the future

Performance reviews generally focus on what happened in the past — what the employee did, what their performance was like. Some of this is necessary. But to really be effective, performance reviews need to put the emphasis on the future — what the employee needs to do to improve performance, what kind of goals they have, what challenges they face and how to handle them, and what kind of career development they want to pursue.

3. Clarity

When talking about performance, the supervisor should avoid vague generalities. He or she needs to use specific, concrete examples of the employees’ work. The reviews should be data driven. Now, when there is so much data available to managers, there is no need to rely on subjective judgments. The manager should provide evidence to support his or her assessments.

If the person is not performing as expected, the supervisor needs to explain exactly how they are falling short – using specific examples — and what exactly they need to do to improve. Then, working together, the supervisor and employee should develop a plan for achieving the needed improvement.

If you are looking for work in the New York City area, your first stop should be Winston Resources. We have the experience, expertise and network to help you find the job that fits your skills and experience. Give us a call today.

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