The Nuts and Bolts of an Employee Performance Review

An employee performance review, also known as a performance evaluation or performance appraisal, is a formal examination of an employee’s work in each period. Other names for this type of review include performance evaluation and performance appraisal. During an employee performance review, supervisors assess the individual’s overall performance, determine the person’s strengths and weaknesses, provide comments, and assist the employee in goal-setting.

Employees are often permitted to pose inquiries to their managers and provide feedback to them as well. To evaluate their performance, they could also fill out a self-evaluation form.

Traditional performance reviews have been conducted once per year; however, many businesses are shifting toward conducting quarterly, monthly, or even weekly reviews. Some companies have done away with the conventional performance evaluation process entirely, and in its place, they have implemented more frequent, less structured one-on-one check-ins with management.

Meetings to discuss employees’ and managers’ performance should benefit both parties, regardless of how regularly or the evaluations are carried out in your firm. Workers can better understand what they are doing well and where they can improve, and they are also allowed to ask their supervisors questions or provide feedback. In return, managers can communicate expectations with their team, determine which employees are the most productive, address problems before they become more serious, and boost employee engagement and motivation.

What should be included in a performance assessment of an employee

The following competencies are typically evaluated as part of employee performance reviews across all sectors:

• Communication
• Cooperation and cooperative effort
• Problem-solving
• Accurate work and of high quality
• Attendance, promptness, and dependability are all critical.
• The capacity to achieve one’s objectives and observe one’s due dates

A review should also contain company-specific or position-specific competencies and the employee’s accomplishments and contributions to their job or organization. Lastly, the evaluation should include any employee feedback regarding the review.

To gain a picture of the employee’s performance, you will need to analyze and weigh each of the main areas of assessment once you have addressed those critical areas. It is up to you and your firm’s requirements to structure and organize this information in a particular manner. Some businesses employ a grading scale that ranges from A to F, numerical scoring or percentages, or written descriptors (such as “most of the time,” “some of the time”) to evaluate employees’ performance. Make sure that whichever method you employ is objective and not too tricky to grasp.

After you have completed the grading process, schedule a time to go around to each employee’s desk and discuss the results. When trying to keep your meeting on track and avoid getting off-topic, having a written copy of the evaluation can be quite beneficial. Be sure to provide the employee with feedback that is open and honest, providing examples when it is appropriate to do so, and allow the employee sufficient time to ask questions or provide comments.