Productive Performance Reviews and How to Conduct Them

Productive Performance Reviews and How to Conduct Them

At the end of each year, employees, as well as partners and other stakeholders of the business, will look forward to the annual review of the business, including the employee review. An opportunity to inspire your team for the company’s future, here’s how one can increase the productivity of employee reviews.

Start Early 

Productive Performance Reviews and How to Conduct Them

Whether it is with the existing staff or a newly enrolled team member, start the year by setting clear goals and expectations. For new employees, highlight these goals during the hiring process. Let your team members know what would make them indispensable and what qualities and skills you would like to harness. For example, if you’re hiring a new chef for your restaurant business, take a walk through the premises with them while discussing the various restaurant cooking equipment or the best catering supplies in Singapore.

Avoid Overly Generic Reviews

During employee reviews, it’s important to take into account the individual strengths of each member and to list your expectations of their roles moving forward.

While criteria such as job punctuality, attitude, cooperation and communication are important, performance reviews shouldn’t be overly general. For example, when reviewing the kitchen staff, you can assess their responsibility in handling restaurant cooking equipment. For service staff such as waiters, consider their attitude and communicative methods when serving diners.

Conduct Regular Performance Reviews

Productive Performance Reviews and How to Conduct Them

Instead of conducting your reviews at the end of the year, consider including them as a regular session. Whether it’s weekly or monthly, regular sessions will allow you to better understand the performance of your team and the challenges that they face. This may also allow you to better follow up with the team on specific issues.

Give Instant Feedback

Avoid waiting until for an extended period of time before informing staff of a performance issue or to reward a job well done as this will lessen your employee’s impression of the task.

Tone Matters

While it’s important to be firm, avoid talking down to your employees. Remember that the intention of a performance review is to improve the individual’s performance and not to dwell on his/her mistakes.

There are many ways you can improve your business, and one of which is through productive performance reviews.

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