Make sure review is accurate and helpful
Accurate
- Needs to understand the care for which you observe them
- The more accurate they feel the review, the more they value the process
Helpful
- Is it useful for the person to understand this, will it make a difference
- Suggest strategies, people they want to connect with and training that may be beneficial
- Think about patterns or trends
To form the review first review the data
- your notes
- attendance records
- work samples
- employee’s self review
- 360’ feedback
- Third-party feedback
- Achievement, times they have been recognised
Self review
- make sure it’s completed on time
- consistency between narrative and self-ratings
- gaps between how they rated themselves and their own work
Writing the review
- start with writing the narrative, what’s the overall impression of the employee
- only once you have written the narrative then put ratings
Language review
- remove any emotional words
- remove extreme words or phrases (horrible, brilliant)
- frame things as opportunities (your client is very angry with you vs. you have an opportunity to improve your client relationship)
References
Lynda.com Training Video Performance Management: Conducting Performance Reviews with Todd Dewett
