Thought Leadership in Action

The employee performance review process suffers from many problems. Namely, it lacks accountability and metrics, doesn't allow for frequent feedback, and – here's the big one – it doesn’t do the best job of actually assessing job performance. Nearly 60% of human resources executives graded their own performance-management systems a C or below, according to a survey by Sibson Consulting and WorldatWork.

The survey reported that for more than half of the respondents, the biggest problem is managers’ inability to have difficult performance discussions. These meetings also have a public relations problem – they are viewed as an “HR process” that does not lead to any tangible goals.

Should performance management be abandoned altogether? No. However it does need to be refocused into conversations that help employees reach their development goals and help your company get the most out of every team member. Use these 6 tips to help you improve performance management and have more productive discussions.

1. Performance management is a year-round process.

That once-a-year conversation does one thing pretty well: It scares your employees. Instead, try frequent check-ins with employees throughout the year. Make them casual over a cup of coffee in a public place. The key here is to have regular conversations about expectations, goals, progress and all the stuff in between.

2. Set real, tangible goals – with metrics.

Too many assessments focus on the person and his or her traits, knowledge or behavior. While those are important to performance, they are not measures of your employee’s output and growth. Your conversations should focus on career development. Help your employees further their careers by setting goals and implementing measuring metrics.

3. Avoid a parent-to-child conversation.

Instead, have an adult-to-adult, two-way discussion. You can set the right tone by simply saying “thank you” early in your conversation. Employees will be more satisfied by the result if they have the opportunity to talk freely.

4. Have details ready to use when giving feedback.

As a manager, you should be well-informed and credible about the employee’s job and performance. Avoid the use of absolutes, such as “always” and “never,” and boilerplate comments. Use constructive intention – employees will be less anxious about criticism and more likely to find it useful when they believe the manager’s intentions are helpful and supportive.

5. Your conversations with your high and middle performers should be motivating.

The risk is turning this into something that is dreaded and feared. Keep this positive by being courteous, acknowledging the awkwardness, describing the purpose of the meeting, saying “thank you” and providing specific examples of effective work.

6. When talking to low-performers, skip the small talk and jump right into it.

Avoid attacking, disintegrating, shirking, soft-pedaling, and throwing in compliments between criticisms.

The information presented and contained within this article was submitted by Benz Communications, an award-winning employee benefits communications consulting boutique and a contributor for the Client Community newsletter. This information is general information only and does not, and is not intended to, constitute legal advice. You should consult your legal advisors to determine the laws and regulations impacting your business. Any opinions expressed within this document are solely the opinion of the individual author and may not reflect the opinions of Ebix or its personnel.