How to Make the Employee Review Process Count
The employee review process, commonly known as the dreaded performance review, is often believed just to serve the employer, rather than the employee. But thinking of the employee review process as a two-way street can give you much better results and make the time count for everyone involved. Of course, many employees will approach a review with a sense of trepidation, but you can help them see they also have some power by encouraging them to follow these four strategies for success:
1. Prepare thoughtful and appropriate responses
Employees should expect to be asked plenty of open-ended questions that require them to recall their performance at significant points and provide the opportunity to remind you of their best moments. According to Gallup researchers, these are the twelve questions that should be on your and their radar:
- Do you know what is expected of you at work?
- Do you have the materials and equipment to do your work right?
- At work, do you have the opportunity to do what you do best every day?
- In the last seven days, have you received recognition or praise for doing good work?
- Does your supervisor, or someone at work, seem to care about you as a person?
- Is there someone at work who encourages your development?
- At work, do your opinions seem to count?
- Does the mission/purpose of your company make you feel your job is important?
- Are your associates (fellow employees) committed to doing quality work?
- Do you have a best friend at work?
- In the last three months, has someone at work talked to you about your progress?
- In the last three months, have you had opportunities to learn and grow?
2. Master a positive mindset
It will be a smoother and more pleasant experience if the employee approaches their review with their successes in mind, rather than focusing on what didn’t go well or any hiccups in their onboarding experience.
3. Expect constructive criticism
While an overall positive take is important, employees should still expect to receive advice on what they can improve on. According to Rob McGovern, founder of JobFox.com and Careerbuilder.com, these improvements should become their action plan going forward.
4. Show an interest
Encourage employees to take an assertive rather than passive role in the employee review process. This is the ideal time for them to give you an indication of where they would like to go and what they would like to achieve during their time with your company.
Several days before their review, it would be helpful to send an email with these pointers and a brief of what to expect. Alternatively, incorporate these tips on the employee review process into your onboarding program.
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Greg Weiss is Australia’s Leading Career Coach. He is the author of “So You Got The Job! WTF Is Next?”. The book prescribes a proven, practical 7-step framework for new employees so they succeed, rather than fail their probation periods and beyond. Find out more about the book at https://www.wtfisnext.wtf/
He is the Founder and Director of Onboff an online training and coaching platform that helps HR specialists, coaches and recruiters to deliver exceptional onboarding and offboarding experiences for employees.
He also hosts The Keep: The Employee Experience podcast and runs CareerSupport365.
