How to Deliver Year-End Performance Reviews Effectively
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Oh, how time flies. 2022 is approaching its end, and we're welcoming the new year in less than a month! Looking back, the business world has had many changes and challenges. Still, one thing that remains unchanged is the inevitable year-end reviews - also known as appraisals or performance reviews.
Employers and HR leaders would know that these year-end reviews can be particularly challenging. After all, it is an important opportunity for you to share constructive feedback and appraise your workers while also obtaining feedback to ascertain that you're also doing your best to offer a conducive, empowering workplace for your team members to improve and thrive in.
So whether you're a skilled manager, an HR lead, or a first-time manager for the year-end appraisal, we've listed several impactful tips to help you get the most out of your year-end reviews in 2022.
Nevertheless, every appraisal should centre around these 3 key elements:
- Achievement-focused
- Fair, unbiased, and fact-based
- Developmental-oriented
#1 Begin with the commendable points
Generally, it is recommended to begin an appraisal by recognizing the employee's accomplishments at the end of the year. This helps kick-start the session positively and lets your workers know that you have actively taken notice of their hard work and contributions to the company.
#2 Be empathetic and have a well-being check-in
Think about the potential struggles your employees may have encountered during the year. Adapting to the new normal or work arrangements has posed many challenges for most, and the ongoing pressure may have negatively impacted the team's efficiency and focus.
Take the time and effort to check in with your employee's well-being to show that you care. Once you've understood where they're coming from, you may share some positive or effective ways of coping with these struggles in return. Please provide any support or tools they need, such as providing counselling services or implementing time-management systems.
#3 Be open and honest about areas of improvements
Once you've covered the commendable and checked in on their well-being, it's time to share your honest, constructive feedback during the reviews. This is often the most challenging section of appraisals for a first-time manager, so a great tip to approach this is to look for aspects of the job that the worker can improve in - objectively.
Also, constructive feedback shouldn't just be about how the employee can help improve the team's performance to achieve the company's goals, but rather, it should also include how they can strive in their own professional or even personal development as well - which brings us to our next point.
#3 Don't restrict feedback to results and KPIs only
Of course, KPIs and outcomes are important as it helps the company grow and succeed. They're mostly the most significant review section for the manager and the employee. Nevertheless, it's also vital that you consider other factors of the job, as specific results may be out of your employees' control.
Please take into account the efforts and significant impacts the worker has made in their day-to-day routines, such as communicating effectively and collaborating with other departments or teams. This helps minimize the notion that performance is 'everything' and lets employees know that factors like collaboration, team harmony, and employee engagement also empower the company to thrive.
#4 Emphasize growth and development
Once you've got the above checked, talk to your employee and get to know about their long-term professional goals and how you can empower them to achieve these goals in the company.
Some great ways to support your employees' development include offering cross-department exposure, upskilling training, or even leadership opportunities that will help the company and increase employee engagement and satisfaction.
#5 Seek solutions with your employees
Working with your employees to find common ground and a foundation to build is important. Ask your employee if any potential problems are holding them back and try to figure out the solution together with them. This two-way communication allows employees to share their opinions on any challenges to the company.
Remember always to maintain an open conversation with your workers, not just during the appraisal but throughout the year. Conduct regular performance reviews or check-ins more often so that potential problems are discovered early and corrected - instead of waiting until the end of the year.
#6 Ask for feedback from your employees
Don't be afraid to ask for your employees' feedback on your performance as their leader or manager. They may have valuable feedback they would like to share on how you can better manage or lead them. While most of the appraisal is focused on the employee, try to squeeze in a few minutes to hear about things from their perspective.
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