5 performance review mistakes to avoid

5 performance review mistakes to avoid

Performance reviews are instrumental in improving employee productivity and morale. Effective feedback on employee performance is not just important for the employee but is critical for the organisational growth also. It is imperative that these are handled professionally and in a mutually beneficial manner
Performance review is a very crucial exercise. The way reviews are dealt with determines how useful the feedback is for employee development. For a manager, who is responsible for a large group of employees, it might be easy to make mistakes which drastically impact the quality of performance reviews. Deepika Pillai, human resource director, Xavient India shares five such performance review mistakes which must be avoided:
Once a year review: Irrespective of the frequency of performance reviews, it is advisable to share feedback frequently and not wait for the annual review to happen. Review process should be continuous and regular. If employees do not receive regular feedback on their performance, it is difficult for them to meet the required standards. Employees should be given sufficient feedback so that they have a fairly accurate understanding of how they’re living up to the expectations of the organisation and their immediate supervisors.
Not preparing well: This is one of the worst things one can do as a manager. It sends out a bad message to the employee that his review is inconsequential. One should decide beforehand on the kind of questions to be asked, feedback to be given, future goal setting and other related factors. It is important to have data and performance logs handy and not just rely on memory while conducting a review.
Not being truthful: This is the most common mistake managers make. The feedback should be specific and employees should clearly understand areas they need to improve on. Employees should be told the truth about their performance, be it negative or positive. It is better to give feedback regularly. Terminating someone without giving regular updates on the performance and improvement areas is a bad management practice.
No recognition: It is a very simple thing to do but most managers tend to ignore it. A simple pat on the back can do wonders to an employee’s morale. Recognition, if given timely, can be very encouraging and motivating for people. Most of the employees these days are over-worked and under-appreciated. Recognition forms a very essential part of the performance review exercise. A small ‘well done’ and ‘thank you’ can go a long way.
Ignoring aspirations: A performance review is not just the metrics of past performance but also a forward-looking exercise. Employees are concerned about their personal growth and development and this is the opportunity for managers to show them that they too care about it. Most managers are more worried about short-term project goals and forget to look at the employee’s aspirations and expectations. It is important to probe and understand what the employee’s goals are and how as managers you can help them in achieving those.
It is important to remember that as a manager even though you might be giving out dozens of evaluations, an employee only gets one. It might be tiresome, but if done rightly, it can be an effective and powerful way of building loyalty and improving employee efficiency at no extra cost.

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