4 mistakes to avoid when conducting employee reviews
Human resources teams play an essential role throughout an employee's entire career. From spotting emerging talent to overseeing retention of valuable employees, these leaders attempt to make the workplace as welcoming and adaptable as possible. One of HR's biggest responsibilities is completing performance reviews in regular intervals. These evaluations give workers a good idea of areas where they are excelling – and others that need improvement – and also give executives a chance to hear how they can continue to enhance the company itself.
Let's take a look at four mistakes HR personnel should avoid when conducting employee reviews:
"On-the-fly reviews can ruffle feathers."
1. Lack of preparation
It's not uncommon for business leaders to call these meetings on the fly, but that practice – especially if done too frequently – can ruffle feathers with employees. Additionally, unscheduled reviews that showcase HR teams' lack of preparation can make workers feel undervalued. Instead, any members conducting performance evaluations should plan ahead for these sit-downs, according to Forbes. Sending an email invite so the event is added to the worker's calendar, an attached agenda of the discussion and a focus on performance since the last review are crucial to success.
If HR personnel does decide to round up people for evaluations with little to no advanced notice, these leaders should be sure their talking points are prepared, at the very least.
2. Evaluation of personality
Whether people's characteristics or traits rub HR teams the wrong way bears no reflection on how well they perform the responsibilities of their job. Leaders need to be sure they're evaluating employees based on accomplishment, not personality, according to Nolo. If worker conduct is a problem and is affecting efficiency and effectiveness in the workplace, executives should be sure to point that out. Yet, as long as the obligations of an employee's position are being completed in an orderly fashion, HR leaders cannot use personality as a negative element in a performance evaluation.
3. A one-way approach
Of course, HR teams are the parties conducting employee evaluations, but nothing will truly be accomplished if workers don't feel comfortable adding their two cents to the discussion. Instead of allowing the process to be one way, with executives acting as judge and jury, companies should ensure their performance reviews give employees the chance to add just as much insight and information, according to the American Management Association.
A two-way process helps managers and supervisors better evaluate results and job effort, as opposed to people themselves. It's beneficial if HR leaders and employees have each prepared their own talking points so both parties can stay on topic and create a productive dialogue. Both executives and workers may learn more about the other side's responsibilities, gaining further transparency and understanding into the organization as a whole.
4. Failing to talk about progress
Not only do employees want to know how their performance has been judged since their last evaluation, but workers will want to know about a plan for the future. Yet some HR leaders get too caught up in checking off certain discussion elements, instead of planning how these items affect progress, according to HR Morning. To make the most of employee evaluations, managers should look forward and talk to workers about their overall career path. Not only will this show an investment in people's futures, but it will make employees feel valued in the workplace. Job growth and development, as well as how the company will assist in these areas, can work wonders for morale and overall satisfaction.