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How to Improve Employee Reviews - Steps for a meaningful give-and-take

Typically, a business manager will sit down with his or her employees at the end of each year for a performance review. But is anything really being accomplished? Not if the manager is merely doing the review by rote. Consequently, whatever input the employees provide in these sessions is likely to fall on deaf ears.
Better idea: Employee reviews may be meaningful to both sides if they are handled effectively. Of course, developing a better system of conducting reviews will take a little extra time and effort at first. But the “payoff” will be well worth it. And once you put these procedures in place, it should be easy to follow them each year. Here are a few suggestions for improving the process:
Make your purposes clear. All too often, employees are not exactly sure what the review is supposed to cover. For that reason, they tend to hold back. If pressed on a particular issue, they then become defensive or belligerent—or both. Not only is it a waste of time for your employees, it’s also a waste of your own time. On the other hand, if you establish an agenda before meeting with your employees, you are likely to accomplish much more.
Keep the review simple. The most effective reviews are the ones that concentrate on a single purpose. Primarily, you should be interested in helping each employee realize his or her potential. Don’t get sidetracked by peripheral issues.
Offer constructive criticism. Employees will be turned off if you simply confront them with a laundry list of complaints. For example, don’t wait until the review to tell an employee that he or she is spending too much time on personal business. Those types of problems should be addressed when they occur.
Exchange ideas. The review should not be a one-way street. By giving employees a chance to express their opinions, you are more likely to resolve any problems. Instead of dwelling on what has already occurred, focus on ways to improve the situation.
Get organized. Prepare a list of items you want to go over. Jot down a few notes under each heading. As you proceed, you can check off the items you have discussed to make sure you have covered the most important points.
If all you do is run down an appraisal form, there is little to be gained. Your employees will recognize the difference between a perfunctory review and one with real meaning.

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