Proactive Performance examination

Performance reviews are that time of the year when a company generally diagnoses its efficiency or health and does some ‘house-cleaning’ if necessary. These steps could require making minor tweaks in the way employees manager their jobs, all the way to deciding if an employee is the cause for some hemorrhaging and needs to be removed. And because this spectrum can be so wide, employees can tend to feel apprehensive whenever their performance appraisals come up for review. After all the hard work of an complete year could come down to a ‘pat on the back’ or a ‘boot to the behind’! But performance reviews need not be that tense. In this article we will examine some methods that can be taken to cultivate a more harmonious approach to reviewing an employee’s performance.

  1. Not just faultfinding – Often employers tend to focus only on the ‘cons’ of a specific employee’s job and don’t counter-balance the review with an appropriate measure of appreciation for the good work. Besides making for a skewed review, this can also be a unhealthy to the morale of the employee and fail to provide an motive for improvement.
  2. Reviewing with brutal honesty – When both pros and cons are reviewed, often there is an additional stress made on the cons in the name of being ‘brutally honest’ about the employee’s performance. The problem though is this approach often ends up being more brutal than honest! While the good work just gets a ineffective passing comment such as, “good work”! This is an unfair assessment and often does not mirror a balanced approach to reviewing job performance.
  3. Being proactive instead of reactive – Often there can be a need to just react to the job or performance of an employee without a clear processing of follow-up action items. This can often leave an employee realizing that he may or may not be doing something right but doesn’t leave room for ‘How’ he could enhance on his existing performance. Performance reviewing managers must remember to be proactive in how they deal with an employee, to help him or her not only see where they are at or below par in terms of efficiency but also suggest tips or brainstorm ways of navigating by challenges and coming up with solutions for the problems instead of just pointing out that problems exist. This is a truly proactive approach and really helps the employee feel like he not only received healthy constructive criticism but also feels like he is part of a team that will sustain him already if/when he falls. This is the most crucial aspect of a performance review dialogue and hence most of the time in performance reviews should be spent in this area.
  4. Validation & Affirmation – At the heart of every human being is the need to feel appreciated and have a sense of belonging to something meaningful. Performance reviewers can sometimes feel overwhelmed with the mass of reviews that need to be done that they can inadvertently treat an employee as just another ‘number’ on a registry or payroll. Ending a performance appraisal with positive words of encouragement and affirmation goes a long way in edifying the employee and providing him with the excursion to perform better. No matter how sketchy the actual performance review, ending on a positive observe is always advantageous.

Performance Appraisal Training is vitally important not only to estimate the efficiency of an employee but to also do it in a gentle and respectful manner that not only cultivates an motive to enhance but also adds to the self-worth and value of the employee being reviewed. Companies have now begun to understand the significance of doing this. The ability to motivate, inspire and encourage is a meaningful counter balance to the propensity to point out the strengths and weaknesses of an employee’s job performance. Learning to tread that line courteously and professionally is what Performance Appraisal Training is all about.

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