Performance Reviews can make a very powerful impact on an employee, and so we explore why you should be really making an effort to write beneficial reviews.
Watch your bias
You may not even be aware of it, but you may be writing with a bias. If you’re male, you may favour other men you’re reviewing. If you think the employee is attractive, you may sway in their positive without even realising it. From race to gender, to everything in between, writing a performance review can get blurred lines very quickly. Watching out for those signs is tough on your own, so we recommend that you let an objective person, preferably outside of the workplace, read your review first before sending it out.
Remember it’s about their performance, not their personality
While you may not like someone that works for you, your review should be based purely on performance, not whether or not you like what they say, what they do, how they dress, or generally how they are as a person. Focus on the job at hand. Are they doing what they were employed to do? Areas around going beyond their job description and doing more than required can come in and is important to note.
Follow up written performance reviews with one-on-ones
While it is easy to put it all down on paper and is important for records, it is advisable to sit in front of the person and go through the review face-to-face. This shows that you really care about them within the workplace and want to help them improve. It is also your chance to say thank you.
End the performance reviews on a positive note
Generally, there are negatives within a performance review, and of course positives, but always end on a positive. You want to build the person up and not have them stewing at their desk for the rest of the month.
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