Ten good reasons you must conduct year-end performance reviews

Simangele Mzizi, Fsp Business, 26 Nov. 2014

Tags: performance reviews, year-end performance reviews, conducting year-end performance reviews

A performance review evaluates and measures how well your employee is performing at work against specific measurement criteria.

As the year draws to a close, many employers get overwhelmed with work and they end up not conducting year-end performance reviews.

Big mistake.

No matter how much work you have on your plate, you must take the time to conduct performance reviews especially at this time of year. And we have ten good reasons why…

Ten reasons you must do year-end performance reviews

According to the Practical Guide to Human Resources Management, you must conduct year-end performance reviews because they will help you:
#1: Make sure key performance areas (KPAs) for every employee are suitable and achievable;
#2: Check your employees have the right resources to achieve their KPAs;
#3: Check that your employees have the skills to achieve their job requirements;
#4: Identify problems that are preventing your employees from achieving their job outputs. This, in turn, will allow you to support them where they need help so they can overcome these problems;
#5: Inspire your employees to meet and exceed their goals;
#6: Plan the future development and career plans of your employees;
#7: Make sure all your employees support your company’s goals;
#8: Find and reward excellent performance;
#9: Take action with under-performing employees; and
#10: Help you find hardworking employees and make plans to keep them through personal growth and rewards.
Now that you know why you must conduct year-end performance reviews, we urge you to make sure you select the best review method so everything runs smoothly.

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Here are some of the methods you can use to conduct year-end performance reviews

  • Critical incident method – The critical incident method involves identifying and describing specific incidents where your employee did something really well. Or where he needs to improve in the next performance period.

So how do you make sure you get the most from your year-end performance reviews?

Management and corporate life writer, Victor Lipman, says you must prepare to get the most from performance reviews.
He says, “year-end evaluations aren’t just a one-time, one-hour meeting, but something to substantively prepare for. Significant thought should go into it, not just about top-line results.”
He says you must think about the key messages you want to convey and the overall feeling you’d like your employee to leave the meeting with.
“If you’ve been communicating regularly and candidly with an employee all year, the final evaluation should contain no surprises and be almost an afterthought,” says Lipman.
He adds that to get the most from your review:
  • You and your employee must be clear about the objectives;
  • You must be candid about problems and generous when praise is due;
  • You must have a dialogue, not a monologue; and
  • Make time for a future development conversation.
Now that you have ten good reasons to conduct year-end performance reviews, don’t forget about them as the year comes to an end.
PS: If you’re looking for an effective, performance review tool, check out the Performance Review Software.

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