A performance assessment is a conversation between a manager and employee about performance impact, development and growth. It is a two-way street with both the manager and the employee setting out their expectations. Performance assessments, also known as performance reviews, are essential for good corporate management.
Traditionally, a performance review happens once a year. In the modern workplace performance assessments are a lot more frequent, taking place quarterly or even monthly.
Here are our top tips for a successful performance assessment:
1) Focus on the Future:
There is no use in discussing the past unless it is to learn from your mistakes. You should try to focus on a growth mindset: ask your employees how they would handle the situation if presented to them again, rather than focusing on what went wrong.
You should also keep in mind goals during any performance review. How do your employees see themselves developing within the organisation? How can you help them? How can they help themselves? With the great resignation ongoing, it is important that your employees feel like you are invested in their growth so they invest their time and energy into their work.
2) Keep Objective:
You may have a friendly relationship with your employees, it is important for team morale after all, but it is good that this does not get in the way during a performance review. There needs to be transparency at every stage which means audit trails. You should have quantitative and qualitative information during the review process.
3) Use Data:
As mentioned, data is key. You should come prepared! This data can come from a range of sources but we recommend that all data you collect is specific and fits the performance criteria: measurable, success oriented and collaborative. This means you should get your information from a range of sources including but not limited to results of projects, fellow coworkers, and the employee themselves.
4) Use An Employee Survey:
An employee survey is a good way to get insight into how employees feel the organisation, their peers and even themselves are performing. This should be one of the main resources you use to gather data. Having regular employee surveys can also help you monitor any changes in attitudes, meaning you can catch any disillusionment early on, minimising the risk of talent loss.
5) Listen and Learn:
A performance review is a two-way system. You can also use this opportunity to see how you can improve as a manager or an organisation. You should ask for your employee’s opinions not only on their own success but the ongoings of the business. They may surprise you with a solution you had not considered!
How Can Convene Help With Your Performance Assessments?
Convene is an award-winning Board Portal, now also available as an integration with Microsoft Teams, designed to streamline your management processes from start-to-finish. We have a built-in Survey feature which empowers your Administrators to simply organise the form and automatic reminders will be sent out to all participants. This will help with your Performance Assessment data collection.