Are you making these 5 performance review mistakes

Are you making these 5 performance review mistakes?

  • 14th Apr, 2017

No one is perfect but there is always a hope to achieve the desired results.

Performance review is an activity where you (as a manager) can help analyze an employee’s contribution in the past as well as going forward irrespective of whether they are perfect, inbetweeners, or underperformers. Performance reviews are an opportunity to analyze the employee’s capabilities, accomplishments, and any development needs or recommendations. But before preparing for reviews, there is time where some managers get anxious about performance review same as employees. This worry occurs, when they are not prepared due to lack of time or lack in performance evaluation skills despite of having enough data.

Recency Bias

Most people have a tendency to focus on “what’s happened lately” while evaluating something. The same happens in the performance review discussions also. Some managers tend to get influenced by what employees have done or achieved in the recent period instead of reviewing work done in the past 12 months. Don’t you think it’s unfair for the employees?

Vague and Quick Feedback

The most challenging part of the performance appraisal discussion is to provide a detailed feedback to the employees on their performance. Managers should be prepared to give constructive feedback. Sharing the feedback without citing evidences do no justice to employees’ contribution at any level. As a manager, it is your job to analyze their performance to help them grow. Come to the point and be ready with data supporting your evaluation about their work!

Treat Performance Review as an Annual Ritual

Many managers feel comfortable in conducting annual reviews instead of investing the time in ongoing reviews. Annual reviews cover reviews of 12 months’ performance whereas regular reviews focus on providing reviews at short intervals. A manager conducting an annual review can miss a chance to discuss the problematic issues raised 10 months prior to the review, and unable to help employees understand on how to improve the performance in those areas. Whereas, with regular reviews, managers get a chance to discuss performance goals and provide feedback on time helping employee’s performance on the fly.

Cautious about Giving Negative Feedback

Some managers are scared of providing negative feedback because it might heat up the performance review discussion. As a result, they avoid having a difficult discussion and try to share all goodies with employees. It is a good practice to share the areas of improvement and while doing so, ensure that you state the areas where you felt that there was a scope of improvement.

Not a Good Listener

Not listening is one of the common errors of performance appraisals. Both the parties – manager as well as employee should be a good listener in giving and taking the performance feedback. There is a possibility that both the parties have queries and concerns that can be further clarified or justified. If as a manager, you are dominating the conversation and evaluation, the employee feels undervalued and misunderstood.

Conclusion

All the above-mentioned mistakes can be rectified, if there is a proper performance management system. A good performance management system not only helps managers to share their feedbacks on regular basis but also help employees to bring themselves up to the expectations level. A good system can help in bridging the gap between the manager and the employee!

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