Skill Jobs Forum

Career Sector => Admission & Counselling => Career Counseling => Topic started by: Reyed Mia (Apprentice, DIU) on April 22, 2017, 11:15:33 PM

Title: Five Tips to Make Performance Reviews Successful
Post by: Reyed Mia (Apprentice, DIU) on April 22, 2017, 11:15:33 PM
Five Tips to Make Performance Reviews Successful


Year-end reviews, annual performance appraisals, annual review year…it doesn’t matter what you call them, they generally stress people out. What if you could prepare for and have a constructive year-end conversation that includes feedback, coaching, and recognition? All employees -- managers and non-managers -- deserve to feel a sense of accomplishment, be clear on how you can continue to grow, and be inspired to continue being valued for your contributions to Stanford’s mission.

1. Set the Tone: Be clear about what will happen in the process, who does what, by what dates, and the outcome desired. Make time to write your assessment and give your employees enough time to write their self-assessments so that no one is rushed. Share your written review with the employee in advance so they can come prepared for the discussion. And, when it's time to conduct the review, be sure to find a neutral location to have the conversation. Get out from behind your desk and conduct the conversation at a location outside of your office so you are equal participants in the discussion.

2. Ask Questions and Listen Well: When it comes time to have the discussion, encourage employees to participate in the review. Do less talking yourself, and instead, ask questions to draw employees into the conversation and then listen well.

3. Build Connection: Help your employee see the meaning of their work and how they fit into the bigger picture of your group’s success this past year. Acknowledge the value they bring to the organization and give them an honest rating that reflects their actual contributions.

4. Describe the Successes and Improvement Areas Concretely: Highlight the successes, especially from your perspective, linking them to what is important to the team, to the department and/or the unit/university. Don’t avoid the improvement areas, speak directly to them. Then tie improvement into supported development opportunities in the coming year.

5. Encourage Support and Development: Help your employees take their skills and contribution to the next level.  Link their growth to the expectations in their role. Share with them Stanford’s career resources.