It’s that time of the year again!
The Annual Performance Review is around the corner. Managers are buckling up to record and maintain submissions and feedback, while team members are busy preparing for it. Performance evaluation and determination is one of the most stressful processes in a manager’s life. The process remains subjective and expectations never seem to be met.
Sounds paradoxical, doesn’t it? A decision which can make or break your business cannot have so much subjectivity involved.
The answer is simple. Managers realize the immensity of the workload while for team members, it is time for a reality check. Is there a way to deal with it better?
Managers, fasten your seat belts because this one is big, important, and revolves around you.
We have broken down the key metrics on which you can focus so that the whole experience is merry and not a merry-go-round:
- Honesty: Someone once jokingly said, “People expect you to be honest but they don’t want to hear the truth.” Managers, let’s move on from this. It is your responsibility as a manager to be as honest as possible. No, we won’t mean brutal. We mean frank, open and nurturing. Nothing more than an honest opinion will help your team of millennials grow as professionals.
- Regularity: Have you ever tried binge eating on weekdays and burning all the calories over the weekend? Of course, we know it doesn’t happen that way. Similarly, feedback must be given on a regular basis rather than waiting for ‘that time of the year’. Consider it as a means for employee engagement, your team members will value it.
- Competency: You can’t reap what you don’t sow. In other words, ensure that you have the right expertise before you share your feedback for a team member. For example, A Marketing Head may know the ins and outs of strategy but if content is not a forte, better leave it to the content head.
- Remuneration: The whole point of conducting a review is to ensure that team members realize their strengths and weaknesses. If you as a manager begin talking about numbers, then your team members will automatically connect an annual review with performance appraisal. Let’s not go down that road.
- Encouragement: We all need encouragement. We all need motivation to keep moving ahead. When you are a manager, your team members look up to you. Encourage your team, tell them where they are going wrong, don’t give out answers, guide them, support them, be there for them when they need you. In the end, performance review will become a cake walk.
Told you it’s easy.
Try incorporating this in your work culture and see the difference. With this, let’s create a performance review experience to look forward to! Try out peopleHum today to set up all these aspects and get more objectivity and control over your performance management process. Visit us today at www.peoplehum.com/#blog and register for free.
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