Are You Getting the Full Power from Performance Reviews?

Two partners meeting in office

 

Getting ready for performance reviews? Don’t simply wing it and then file the information away until the next round of reviews. If you want to get the most out of them – and more from your employees – you need to define action items, regularly monitor and track goals and progress, and communicate all this information back to your Kansas City recruiting partner. Here’s how to do it:

Identify action items

Talk is great, but action is even more important. That’s why – once you’re done offering feedback on past performance – it’s important to identify specific action items for the year ahead. When you do, you can make sure you and your employee are both on the same page going forward and completely clear about expectations.

During your conversation, simply:

  • Recap what you discussed during the review and spend some time brainstorming and identifying goals and related action items for the year ahead.
  • Ask for their thoughts and insights on the action items you’re proposing. This is their chance to talk about any concerns, or needs they have in terms of training and support.
  • Once action items are finalized, make sure each employee understands what you expect from them and that they’re comfortable with the action items and deadlines.

At the end of it, your employee should walk away from their performance review with a clear-cut and achievable to-do list for the year.

Keep the conversation going

Throughout the year, a lot can happen, good and bad. That’s why performance reviews shouldn’t be a one-time event. While you might schedule formal reviews once a year, be sure to stay informally connected with your employees throughout the year, as well. This can include quarterly reviews, as well as regular check-ins.

The benefits? You can provide feedback and correct any issues before they snowball and become major problems. Plus you can ensure your people have what they need to accomplish goals set forth in their performance reviews.

Take a collaborative approach

Remember, your relationship with your employees is a two-way street. So beyond checking in with employees regularly, make sure they know your door is always open to them. You want your staff to feel comfortable coming to you and speaking up about issues and concerns. If, however, employees are fearful of getting in trouble for being honest, then you won’t be able to provide the help and support they need to achieve performance goals.

Keep your recruiter in the loop

After conducting reviews, you’ll have a better idea of what hiring and staffing needs lie ahead over the next year. When you do, you can then work with your recruiting partner to ensure your company can overcome any skill gaps and stay optimally staffed throughout the year. In addition, your recruiting partner can help you adjust your staffing strategy accordingly to ensure you’re maximizing resources and hiring effectively.

Would you like expert help creating a staffing strategy that keeps your company flexible – and on the competitive edge? Call Morgan Hunter. As experienced Kansas City recruiters, we can help you overcome your staffing challenges, big and small, all so you can achieve your business goals. Contact us today to learn more.