Does your company do performance reviews? Is there anyone out there who likes them? Most employees like to receive them. Most managers hate to do them. And even employees don’t like to do them when it’s the 360 peer review. Regardless of how you feel about performance reviews, if you are a manager at a company that requires them, then they’re just part of the job.
But should they just part of the job? Are your team members apprehensive when it’s time for you to deliver your review of them? Do you think there will be any surprises for them?
Good managers will never surprise a team member with a bad performance review. Why? Because communication between manager and team member should be happening throughout the year and not only during an annual performance review. I don’t like surprises from my salesreps, especially during forecast time, and I know they don’t like surprises like this as well.
If you are not surprising your team during performance reviews, then how are you communicating to them during the year? Via one-on-one meetings? Team meetings? Hallway conversations? Email? Ideally, you are communicating (and listening) on a consistent and frequent basis. Which will make writing and delivering performance reviews easier for you and less stressful for your team.
(photo credit: jokemail)
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