ost of the time, people think of performance reviews as annual events. They discuss the worker’s work and plans over the past year.
They discuss the employee’s work and future plans from the past 12 months. But lately, there is a new kind of movement growing. It’s called continuous performance check-ins. They are basically recurrent meetings, such as weekly or monthly. They enable managers and employees to exchange thoughts.
It could be questions, worries or even dreams. The point of these scheduled performance evaluation meetings is to ensure everyone is involved and on the same page. Even though adding meetings may feel intrusive to your already packed week, there are several upsides. These regular “one-on-one’s” could help your performance and your employees’, too.
#1 Find, Follow and Keep on Goals
The first of these is getting to know what your employees are trying to achieve. Regular check-ins make it easier.
They make sure you know what goals your employees should be targeting. It also helps to be able to see employee progress in smaller time chunks. You’re more in touch with your employees’ strengths and weaknesses. In light of these revelations, you can establish goals that align with their developmental abilities.
The meetings give another advantage. They help you see when goals may need to change. Employees could change focus.’ You need to minimize time wasting on dead-end tactics or initiatives. Meetings keep employees on track. They can also calm your brain. You will feel that things are going all right. You’re monitoring their progress consistently.
#2 Avoid Misunderstandings
Regular check-ins have a second benefit. They are forceful tools for avoiding misunderstandings. In the workplace, wrong assumptions about tasks or expectations often occur. You can reduce these mistakes with regular meetings scheduled.
You have time to ask questions – and talk progress. You have a window also to air any project concerns. It provides peace of mind for you and your employees. You can already get answers to your questions. Your work won’t get disturbed.
#3 Maintain Employee Involvement
Employee engagement is the hot topic in HR. And as you check in frequently, you’re taking the temperature of their interest. Discussing what is working and what isn’t does that. It means their concerns aren’t lost in the noise.
It demonstrates your support of their comfort and their success. In general, it can be hard to disengage from a project when you talk about it frequently. This practice ensures that no one forgets or skips fundamental tasks. It also gives you time to reconsider and rearrange your work responsibilities.
#4 Make Year-End Reviews Less Intense
Year-end reviews can seem scary. They feel big and important. Weekly meetings can help that.
They’re like little quizzes before a big exam. These in small doses talks mean you and your employees won’t be caught off-guard. We all know what to expect when that big year-end review arrives.
Regular gatherings also catch problems early. Is an employee struggling? You can fix it right away. This prevents errors from accumulating over months. It also takes the pressure off the massive once-a-year review. But wait, there’s more.
Regular reviews are not just about catching errors. They also allow you to applaud good work. Employees feel seen and appreciated. This is what keeps them tuned into their work.
Regular reviews have other perks. “All of these things help you to see how someone did over the full course of the year.” If you see someone only once a year, you may only recall recent work. But the picture can be clearer in person. Through the entire year, you see strength, and you see weakness.
#5 Bossing Up and Leading Better
Reviews go both ways. They are about more than catching employee mistakes. They’re also for you.
You can use them to become a better manager. You care about helping your employees achieve their goals. But they can also help you. They can help you become a better boss. So when you joke and meet, don’t have too much pride. Ask for feedback. Ask how you can lead better.
By doing this, you’re not just telling them they messed up.
You’re also open about your own. You demonstrate that you’re working hard too. You’re making yourself better. When it’s time for your own review, you will be prepared. Just like they are.
