It's that dreaded time again, and no we're not talking about taxes or anything, we're talking about employee performance reviews! Right about now, we start to see employees fidget, maybe up the productivity ante, or simply drag their feet on hitting that performance “submit” button. Generally, there's a negative aura encapsulating the tried and true performance reviews, but why? There seems to be a lack of transference as to why we do performance reviews and the good that can only come through these exercises.
Performance Review Is Communication
For example, an unbiased and effective performance review should open conversation and communication flow between you and your employees. During the quarter, things can get hectic, time is limited, and communication can be disjointed. Performance reviews are designed to tear down those barriers, allowing honest opinions, suggestions, and comments to increase employee engagement. We all want to feel like our time is valued or that our needs our met on both ends of the table, whether you're an employer or employee. This review gives both sides a chance to openly discuss how to improve this mutual gratification in the workplace.
Performance Review Stirs Competitive Nature
Deep down, we all (maybe secretly or further down than others) crave some competition. We want to feel valuable or successful in whatever we do. In the workplace, the same stands true. Constructive criticism and praise is key to keeping that positive, competitive flame burning. We all strive to better ourselves, but how can we do that without feedback and potential criticism? Performance reviews are the perfect way to ignite your employees' natural competitive nature. Not only are you helping to align your employees' performance with your vision, but you're creating this drive to surpass prior performance.
Encourage your managers and employees to see performance reviews as a mutually beneficial process. Employees get a chance to air out frustrations or to ring praise towards the organization, and employers and managers can better align performance and goals, while strengthening the relational infrastructure. It's not meant to put anyone in the “hot seat” or create tension, but performance reviews should motivate and encourage employees while unifying the goals and initiative between managers and their employees. Perhaps they should rename performance reviews to pep talks, but then the stress relief market would probably sue us for their lack of sales. Oh well, until next time, HR community!