Most people don’t look forward to reviews because they fear they won’t go well.
No one ever talks about the tasks of management and HR in these situations. If you’re in a position to provide negative and positive feedback, the conversation can be intimidating.
You’ll begin to understand the purpose of year-end reviews as you gain confidence in conducting them. Read about some of our effective tips below so you feel prepared!
1. Begin & End the Meeting on a Positive Note
Have you ever heard of a “positivity sandwich?”
HR teams and management commonly use positivity sandwiches. They are a systematic way of providing effective feedback to employees. Saying positive comments before negative feedback can prevent staff from putting their guard up.
If someone feels attacked or critiqued, they may not listen to the rest of the message. After you’ve mentioned the negative things, you should return to their strengths and end positively.
2. Follow the Same Foundation
Our team understands that regardless of the position, each employee offers something to the company.
Although each person has unique responsibilities, they should all be measured in comparable ways. If you measure performance on separate items, job ambiguity may increase. Your team shouldn’t be left guessing, create a review sheet for each person so nothing gets overlooked.
If you need help, our team offers customized performance reporting for a variety of industries. We specialize in Hi-Tech and Life Sciences, but are expanding to other areas!
3. Offer Your Full Attention
Depending on who you’re speaking with, they may have been waiting months to get a one-on-one.
Offering your full attention with active listening will help them feel heard and you can help resolve issues that arise. If you aren’t listening and are only focused on the things you have to say, you could be wasting the company’s time and resources. This is especially important if they have questions.
4. Be Specific
The more specific you are with staff, the easier it’ll be to boost their skills.
Whether you’re giving them examples of excellent work or errors, you don’t want to leave the details out. Context and specific info help you remain transparent with staff. Consider the points you want to discuss ahead of time and word them carefully.
5. Include Staff in Your Company’s Goals
Recent data shows that only 32% of staff feel engaged at their jobs.
If you aren’t including your team in company goals and acknowledging their impact, you may see an increase in turnover. Staff want to feel appreciated, especially at their annual reviews. Including them in upcoming projects, events, or research will give them a greater sense of purpose.
Keep in mind that if you create actionable goals that reach beyond their job description, a pay raise may be necessary.
Starting Prepping Your Year-End Reviews
Walking into year-end reviews without a plan could lead to employee confusion and frustration.
Tackling areas for improvement isn’t as challenging when you focus on positivity and growth. Our company can help you manage reviews, but you need to offer annual feedback. Discussing strengths, weaknesses, and goals prevents burnout and helps staff understand expectations.
If you need help with recruiting or hiring, our team is available. QualStaff Resources ensures businesses thrive with a variety of services, check them out today!