While this can certainly take a great deal of time and dedication to facilitate, the benefits of it can be robust as this investment in your employee’s continuous development will do nothing but enhance the overall success of your business.
To stay on top of these performance reviews and important conversations, take a look at our favorite best practices in pushing along the development of your employees.
Train managers accordingly
Keeping additional managers in your business well trained on having conversations about their employees performance is vital to these reviews having the desired effects.
It is imperative that managers are well versed in giving both positive and critical feedback to their inferiors, and further than that they must know how to field the reactions of employees during these conversations. They are not always the easiest talks to lead or participate in, so being able to seamlessly manage the exchange
– even if emotions take hold – helps avoid potentially awkward and damaging communication.
Hold those around you accountable
Holding the people around you accountable to having these talks with one another is definitely a best practice of helping your employees develop their skills and performance better.
After all, if these things aren’t happening, growth will be stunted. Creating a requirement for these conversations
– for instance, dictating that managers must meet with their direct reports once a month – is an effective way of ensuring these exchanges are happening on a regular basis.
Set measurable goals
Setting goals that can be measured against – with tangible outcomes – is a good way to give objective reviews that cannot be disputed.
Furthermore, having these goals properly documented somewhere visible for both employees and managers makes holding each other accountable even more manageable. Once these goals are set, it is also helpful to establish checkpoints and highlight along a timeline that can be physically “checked off” on the road to the success.
Determining goals that will frequently be revisited and discussed helps set your employees up for success and can also motivate them.
Address weaknesses and obstacles
While talking with employees about their performance, it is also important to regularly discuss weaknesses and obstacles experienced in the job.
While – at times – it can be difficult or even uncomfortable to address these topics, it is what will perhaps inspire the most growth in those you work with. Being open and honest about weaknesses and obstacles will allow your employees to feel more at ease, more supported, and more comfortable facing them head-on.
Additionally, having these conversations opens up the possibility of collaborating to come up with creative ideas on how to guardrail against these weaknesses and overcome the obstacles that your employees might now be able to determine independently.
Ask for feedback
Asking for feedback from your employees during these conversations is useful for several reasons. First of all, it allows you to gauge whether or not the manner and method of development is working the way it is intended.
It is important to remember that everyone communicates and works in different ways, so the approach that works with one employee might not work as well with another.
Additionally, showing employees that you are open to hearing their feedback instead of it being a one-sided conversation helps build trust with them.
I’m sure that after reading this, it seems like an overwhelming process to begin having these exchanges on a regular basis with all of your employees. The help of a PEO is extremely convenient in this case.
PEOs can help identify areas for improvement in your current review process, assist in formulating a plan to change the way these are run, and aid in streamlining these processes once they are in place.
By and large, putting regular performance conversations and the movement for continuous development in place will do nothing but advance your business and help build rapport with employees.