4 Tips for Employee Performance Reviews
Establishing a routine of employee performance reviews is a great way to keep open lines of communication between you and your employee. Here are some tips on how to successfully manage an employee performance review:
Establish a standard for quarterly performance reviews.
You can let your employee know when they first get hired that you plan on checking in with them every quarter. Having these reviews on a consistent basis makes the process less intimidating and it allows everyone to feel comfortable sharing feedback. If you are an employer that offers performance-based annual bonuses and raises, these check-ins are key for employees to understand how they are able to earn those bonuses and raises (or why this year they did not earn a raise as big as they could have earned).
Set time aside in advance.
We addressed this briefly in another blog post, but when it comes to having difficult conversations, things like time and place are key. Put some time on the other person’s calendar when you know that they have the physical and emotional capacity to sit down in-person and give you their full attention. It can be as simple as: “Hey ____, whenever you get a chance I wanted to have a quick chat with you. Do you have some time today? If not, let me a know a time that works best for you.” When you do speak, choose an area with minimal distractions or noise where you are able to speak in private.
Start off the review with the things your employee is doing well.
Set the tone of the conversation with positivity, so the employee does not feel they are being brought into this meeting for the sole purpose of criticism. Most private service professionals (aka household employees) are service-oriented and have the strong desire to help others. It can be to your benefit to keep this mind and let your employee know that they are appreciated and their efforts have not gone unnoticed.
Ask your employee how they think their performance has been.
They might surprise you and bring up the concerns that you already have in mind!
You might consider asking something like:
How do you feel about your daily / weekly / monthly tasks?
Are you feeling overwhelmed?
Do you feel you have time to get everything accomplished? Is there anything we can do to fix that?
Do you need anything from us or the other staff?
You can also ask these same questions even if their performance has been satisfactory. This way, your employee knows that you can discuss these topics in the future in case anything every changes.
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