Employee reviews

Words of Wisdom / By

Words of wisdom for this week.

“No work is insignificant. All labor that uplifts humanity has dignity and importance and should be undertaken with painstaking excellence.”
~ Dr. Martin Luther King, Jr.

Many managers dislike the process of employee reviews. They see them as a necessary part of their role as a manager. These managers misunderstand that the review process can contribute to improved employee performance, as well as gaining a valuable opportunity to improve their management performance.

The purpose of an employee review is not to ‘fix’ behavior once a year. If an employee has poor behavior, less than adequate performance, or attitude problems, don’t wait a year to fix it. Regular on-going coaching cannot be replaced with an annual employee review. This process should be a complement to the coaching of the employee. I know managers who have not been reviewed by their superiors in years. So what’s the big deal, you say?

There are a number of positive benefits to an employee review and there are number of disadvantages to not conducting routine reviews. Let’s take a brief look at both.

Advantages of reviews:

  1. They give the employee the opportunity to better understand expectations, standards and rules.
  2. They give the manager an opportunity to ‘get to know’ the employee better.
  3. They give the employee the opportunity to learn what behaviors and/or attitudes he needs to improve or modify.
  4. They send a message to the employee that you care about his performance and you care about him as a person.
  5. They can help you chart a better course for the future of the employee.
  6. They can help the manager identify weaknesses and strengths that may not have surfaced on a day-by-day basis.

Disadvantages of irregular or no reviews.

  1. It sends a message that you are satisfied with performance, attitudes and behavior.
  2. It says to the employee that he is not important enough for you to take the time for a review.

Both of these lists could have been much longer, but I want to close with a thought.

The employee review is just one more tool (not the only one) for improving performance. It should be treated as a part of a process of employee development – not an event.

Why not order a sample copy of my 3/3/3 Quarterly Review process. It’s a great tool.

Nothing in communication is ever easy as everyone brings their perceptions and expectations to every exchange. The answer? Stay in the present. Let go of expectations and judgments. Stay respectful and accept differences as ok.