Time Staffing Inc.
APPLY ONLINE + SUBMIT RESUME
  • HOME
  • ABOUT
    • REFER A FRIEND
    • TESTIMONIALS
  • SERVICES
    • TALENT
    • EMPLOYERS
  • BLOG
  • CONTACT
  • HOME
  • ABOUT
    • REFER A FRIEND
    • TESTIMONIALS
  • SERVICES
    • TALENT
    • EMPLOYERS
  • BLOG
  • CONTACT

5 MORE TIPS FOR CONDUCTING SUPERIOR PERFORMANCE REVIEWS

11/16/2016

 
Picture
​In a previous blog post, we addressed how to set up your organization’s performance reviews for success. However, that post dealt with the planning of the reviews. In this post, we’re going to deal more with the execution of that plan.
That’s because formulating a plan is just the first step. No matter how good your plan might be, unless you execute it well, it’s all for naught.
With that in mind, below are five more tips for conducting superior performance reviews:
#1—Set a positive tone for the evaluation.
It’s important to start the meeting on the right foot and put the employee at ease. After all, this can be a high-stress situation. As a result, feel free to initiate some small talk prior to starting the review. Strive to make the employee feel more at ease before getting to the “meat” of the meeting.
#2—Discuss the employee’s strengths first.
Don’t just dive right in with all of the employee’s perceived shortcomings. That’s just going to put them on the defensive and make them reluctant to share their opinion and other information. Start first with those things that you believe the employee has done well since their last review. This will help to further build a positive atmosphere, so that you can move to the next phase: a discussion of their weaknesses and a plan for improving them.
#3—Cite specific instances and examples when addressing weaknesses.
It’s important that when you discuss weaknesses with an employee that you also cite specific examples. Don’t be vague; that won’t cut it. People don’t like to be criticized to begin with, so make sure that your criticism is constructive in nature.
#4—Set equally specific goals.
When setting goals for future production and performance, be sure to once again solicit feedback from the employee. Get them engaged in the process. Secure their “buy in” for whatever goals you set, identify action steps for achieving those goals, and set clear expectations and a timetable for doing so. It’s all about communication and clear expectations.
#5—End the evaluation on a high note.
You started the review in a positive fashion, so it only makes sense that you end it in the same way. Emphasize the fact that the person is valued as an employee (if that, indeed, is the case) and express your optimism regarding their standing with the organization. This is about motivating the employee as much as it is about evaluating them.
In actuality, employees should leave their reviews not only motivated, but also energized and excited about their future with your organization. This is how you boost their productivity and also retain them as valued members of your team.

Comments are closed.

    Author

    Time Staffing Inc.

    Archives

    January 2023
    December 2022
    November 2022
    October 2022
    September 2022
    August 2022
    July 2022
    June 2022
    May 2022
    April 2022
    March 2022
    February 2022
    January 2022
    December 2021
    November 2021
    October 2021
    September 2021
    August 2021
    July 2021
    June 2021
    May 2021
    April 2021
    March 2021
    February 2021
    January 2021
    December 2020
    November 2020
    October 2020
    September 2020
    August 2020
    July 2020
    June 2020
    May 2020
    April 2020
    March 2020
    February 2020
    January 2020
    December 2019
    November 2019
    October 2019
    September 2019
    August 2019
    July 2019
    June 2019
    May 2019
    April 2019
    March 2019
    February 2019
    January 2019
    December 2018
    November 2018
    October 2018
    September 2018
    August 2018
    July 2018
    June 2018
    May 2018
    April 2018
    March 2018
    February 2018
    January 2018
    December 2017
    November 2017
    October 2017
    September 2017
    August 2017
    July 2017
    June 2017
    May 2017
    April 2017
    March 2017
    February 2017
    January 2017
    December 2016
    November 2016
    October 2016
    September 2016
    August 2016
    July 2016
    June 2016
    May 2016
    April 2016
    March 2016
    February 2016
    January 2016
    December 2015
    November 2015
    October 2015
    September 2015
    August 2015
    July 2015
    June 2015
    May 2015
    April 2015
    March 2015
    February 2015
    January 2015
    December 2014
    November 2014
    October 2014
    September 2014
    August 2014
    July 2014
    June 2014
    May 2014
    April 2014
    September 2012
    July 2012
    June 2012
    May 2012
    April 2012
    March 2012

    Categories

    All
    About
    Employers
    Interview
    News
    Resume
    Talent

VIEW ALL LOCATIONS
Proudly serving Northwest Ohio with offices in Napoleon, Upper Sandusky, Ashland, Fremont, Bowling Green, Tiffin, Findlay, Willard, Norwalk, Mansfield, Oregon, and Toledo.

Better Business Bureau
American Staffing Association
Ohio Staffing Association
Policy Statement: It is the policy of Time Staffing, Inc. to provide equal employment opportunity in recruitment, selection, training, compensation, promotion and job transfer. These and other conditions of employment will be offered without regard to any legally protected status. We will treat our clients, candidates and staff with mutual respect and value every individual’s contributions. We are committed to providing top-level communication to and with all our clients, candidates and internal staff at all time.

Time Staffing Inc. 2022 All rights reserved. // Privacy Notice // HIPAA Privacy Policy
Best of Staffing - Client 2020
Best of Staffing - Talent 2020