Building a Performance Review Process That Fits Your Company's Culture

1
(No Transcript)
2

• Performance reviews can be challenging, even for
  the least sensitive among us. Its nice to
  receive praise, but not so nice to hear about our
  shortcomings and areas for improvement.
• Reviews can be awkward and uncomfortable, but
  they dont have to be.
• The performance review process is evolving. In
  the past, reviews were almost exclusively limited
  to a sit-down discussion between manager and
  employee. Today, savvy managers are taking a more
  comprehensive approach to reviews, using
  technology to their advantage to get a more
  complete look at employee performance.

3

• Theres been some debate in recent years about
  whether annual performance reviews are still
  useful some employees prefer on-the-spot
  feedback over annual reviews.
• Employers can and should respond to their
  employees requests for more prompt and regular
  feedback, but eliminating annual or biannual
  reviews is not the best solutionboth types of
  feedback are valuable.
• Lets explore the benefits of formal performance
  reviews and the importance of adopting a review
  process that fits the culture of your
  organization.

4

• A formal, sit-down performance review doesnt
  have to be uncomfortableit all comes down to the
  delivery and ongoing communication.
• Think of a performance review as an opportunity
  to praise, evaluate, mentor, coach, and help your
  employees find solutions to any problems that may
  have emerged.

5

• Benefits for employees
• They provide an opportunity for employees to
  communicate what is and isnt working and ask for
  additional training and tools.
• They provide an opportunity for employees to set
  goals for themselves.
• They provide an opportunity for employees to make
  their case for a wage increase or promotion.
• Benefits for managers
• They provide managers with a formal opportunity
  to praise employees, offer wage increases and
  promotions, and identify areas for improvement.
• They help employers communicate the goals of the
  company.

6

• A performance review does nothing more than
  create a paper trail if its generic and doesnt
  match your company culture.
• If your corporate culture emphasizes innovation,
  open communication, and cooperation, it only
  makes sense to evaluate employees on these things
  during their review.
• A one-size-fits-all review process misses the
  markmanagers should consider factors like
  whether the review process should be goal-based
  or competency-based, and whether the review will
  be ratable (e.g. on a point scale) or open-ended.

7

• Author Daniel Pink argues in his book Drive The
  Surprising Truth About What Motivates Us that
  three main factors motivate employees today
• Autonomythe desire to direct our own lives
• Masterythe urge to perfect a skill or skillset
• Purposethe desire to do something larger than
  ourselves
• Money is a motivator, but praise from a manager
  is an even bigger one. Consider these things as
  you develop your review process.

8

• Address any issues constructively, and bring up
  each issue separately, discussing it completely
  before moving on.
• Involve employees in setting goals during the
  review process.
• Consider incorporating an employee self-review
  process into the overall performance evaluation.
  Self-reviews allow employees to think critically
  about their performance and additional tools they
  may need.
• Avoid using negative phrases that can damage
  morale. Use clear, non-judgmental language that
  focuses on the quality of the employees work,
  not their character.

9

• Performance review software is an excellent tool
  for customizing employee review forms to suit
  your industry and your organizations culture,
  mission, values, and goals.
• Coupled with a 360 degree feedback solution that
  enables your staff members to submit and receive
  detailed feedback from managers and colleagues,
  your employees get a complete look at their
  performance.

10

• The workplace is evolving, and so should your
  performance review process.
• The old carrot-and-stick (reward and punishment)
  approach that prevailed for centuries simply
  isnt as effective anymore.
• A review process that gives your employees a
  complete look at their performance, which
  includes constructive feedback from colleagues
  and managers, is more in line with the changing
  corporate landscape.

11

• Reviewsnap offers an all-in-one performance
  management software solution that helps
  organizations manage performance appraisals,
  compensation tracking, and peer-to-peer/manager-to
  -peer appraisals. Reviewsnap is a complete, fully
  automated, self-service performance management
  system that offers user-friendly, reliable and
  affordable on-demand Software as a Service (SaaS)
  solutions. Reviewsnap helps organizations and
  employees succeed by bringing everyone together
  and aligning them behind shared goals.
• Learn more about our innovative software
  solutions at www.reviewsnap.com.

12
Sources

• http//www.entrepreneur.com/article/225560
• http//blog.reviewsnap.com/employee-review-process
  -to-fit-your-company-culture/