Performance Review Objectives in a Downturn Economy
Many firms are starting a new cycle in their employee performance review process and this year it is even more challenging with the economic downturn.
For both managers and employees employee performance appraisals can be a very stressful time. However, there are ways to turn this highly charged time of year into a constructive conversation about how the manager-employee pair can accomplish work goals in the year ahead (even with the economic situation in the state it is).
Rather than simply robotically slotting goals into a performance review template, it can be helpful to think of the document as a team contract instead of a judgment statement. After all, both parties want to see the company be successful and profitable in the year ahead.
Therefore when you discuss production goals or service metrics, have a frank and candid discussion about how those goals are going to be met will ensure that everyone is starting off on the same page.
This can be especially helpful if the proposed goals are ambitious—breaking the achievement down into smaller milestones can help doubtful employees buy in to goals that will stretch and grow them as workers.
Additionally, by discussing the ways that the goals will be accomplished, both managers and employees are ensuring that there will be no surprises during the annual employee performance evaluation session. There will be no mystery about expectations, and employees will know that managers are on their side to offer support as the inevitable challenges come up throughout the year.
Be honest about how the economy may affect the business, and have frank discussions about what this means in terms of bonuses and job security.
Taking the antagonism and fear out of the process at the beginning will mean smoother achievement and less distracting drama during the performance year.
Until next time
Ingrid Cliff
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