August 07, 2014

There are many ways companies and supervisors can give a performance review to an employee. Is it safe to say that these traditional ways don’t always inspire change that lasts long term? For example, the graphic rating scale lists performance traits and the superior rates how well (or poor) an employee is at each trait. Traits can include attitude, attendance and how well one works with a team. Job specific traits can be included such as the accuracy of billing insurance, or the correctness of ones calculations or measurements. The supervisor goes through the traits and the employee’s scores and discusses what the employee does well, and what they can improve on. Maybe this motivates an employee and they will work on their attitude or their interpersonal relationships with their co-workers for the next week or so, but how does management give a review that leaves a lasting, permanent change?


Emerging Trends in Performance Review[1]

• Transparent feedback
• Reinforcement – ‘Praise’ buttons built into new systems
• More planning upfront – segmented goals, removing obstacles, interdependencies
• Systemic/scientific approach to PM – PM scorecard for HR and Managers
• Manager training on creating & setting actionable performance
• Motivation – goals, reinforcement strategies (praise), building pride (intrinsic motivation), engagement

Transparent feedback can be successful because one doesn’t have to wait until an annual review to be told what they’re doing well and what they can improve on. It doesn’t mean micro manage, but being consistent lets the employee know how to do better. Don’t forget to praise your employees for doing well on a project or after giving a presentation. Praises can even be incorporated into your company’s own performance management system.

Planning for the future and setting your employees up for success will make performance reviews much easier. The manager works for their employees, so not only help your employees make goals, but help them achieve their goals.  

Another trend includes implementing scorecards. A scorecard allows a manager to see if an employee is constantly improving, or if they are on a performance roller coaster. A manager should be very cautious when implementing a scorecard because it can de-motivate instead of bringing an employee up.

Never forget that you’re working for the same company and you’re on the same team as your employee, or manager. Train employees effectively and give them actionable ways to improve performance. Always motivate and encourage because a happy team will always be more efficient than a discouraged team.