A survey of 612 workers by OfficeTeam, a Robert Half International Inc. staffing service, found that most employees think annual performance reviews are beneficial.
The survey asked respondents, “How valuable is the feedback you receive during performance reviews?” Responses were as follows:
40 per cent — Very valuable
37 per cent — Somewhat valuable
8 per cent — Not valuable at all
8 per cent — No answer
7 per cent — Not very valuable
Avoid these review pitfalls
Diane Domeyer, executive director of OfficeTeam, noted that performance reviews are most productive when managers avoid these common pitfalls:
• Saving it all up. Don’t wait until the performance review to share compliments and constructive criticism. Offer feedback throughout the year.
• Winging it. Prepare in advance for individual meetings with employees. Evaluate staff based on the same standards.
• Failing to consult others. If your team members regularly work with people in other departments, tap these people for additional feedback prior to the meeting.
• Keeping employees in the dark. Nothing in performance reviews should come as a major surprise to employees. Let them know what will be discussed, how much time to set aside for the meetings and how you would like them to prepare.
• Not following through. Make sure you and your employees reach agreement on key objectives for the coming year and establish checkpoints to assess their progress in the months ahead.
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