{"id":43410,"date":"2023-02-10T21:42:46","date_gmt":"2023-02-10T21:42:46","guid":{"rendered":"https:\/\/staging.totara.fortyapp.com\/articles\/from-feedback-to-growth-a-proven-approach-to-employee-performance-reviews\/"},"modified":"2024-08-13T17:00:31","modified_gmt":"2024-08-13T17:00:31","slug":"from-feedback-to-growth-a-proven-approach-to-employee-performance-reviews","status":"publish","type":"article","link":"https:\/\/staging.totara.fortyapp.com\/de\/artikel\/from-feedback-to-growth-a-proven-approach-to-employee-performance-reviews\/","title":{"rendered":"From feedback to growth: A proven approach to employee performance reviews"},"content":{"rendered":"\n
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As important as they are, it\u2019s no surprise that <\/span>95% of managers dread employee performance reviews<\/span><\/a>. Depending on your company culture, delivering positive feedback can feel awkward, and delivering negative feedback even moreso. <\/span>Two-thirds of companies in the UK<\/span><\/a> are currently rethinking their employee performance review process, because it\u2019s clear that the traditional annual appraisal process just isn\u2019t working for most of us.<\/span><\/p>\n

Why don\u2019t most employees like performance reviews, and what can you as a manager do to make it a more productive, positive conversation for both you and your employees?<\/span><\/p>\n

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Treat your employees like adults<\/b><\/h2>\n

Many employees – and managers – feel like the performance review process surfaces <\/span>a \u2018parent-child\u2019 relationship<\/span><\/a>, whereby the manager leads the conversation and the employee just listens passively to their feedback. Instead, ensure that you are having an \u2018adult-adult\u2019 discussion, in which the employee has their say, offers input and provides context for any feedback. This is also a fantastic time for managers to ask for feedback from their employees – just make sure they know that there will be no repercussions for any constructive criticism they may offer.<\/span><\/p>\n

Give timely feedback with check-ins<\/b><\/h2>\n

There has been a huge shift in the number of organisations moving towards regular performance check-ins. These most commonly take place monthly (though may be as frequent as weekly), and give managers and employees the opportunity to touch base and discuss any performance issues as and when they arise. This ensures that employees know what they need to work on, and they get a fair chance to address any concerns. If a manager has a concern about an employee\u2019s performance in June and their next appraisal isn\u2019t until next March, the employee will likely feel blindsided when it is finally brought up – and the manager won\u2019t be getting the best out of their employee for many months.<\/span><\/p>\n

Avoid bias with 360 feedback<\/b><\/h2>\n

All managers have their own opinions of their employees. But whether your views are positive or negative, you may only have part of the picture, which could lead to a biased performance review. Avoid the bias by introducing 360 feedback, where you also collect feedback from an employee\u2019s colleagues and teammates. This will give you an interesting insight into the way others see your employee, and can help provide context, confirmation or clarification for your own thoughts.<\/span><\/p>\n

What to discuss in an employee performance review<\/b><\/h2>\n

Obviously every organisation (and employee) is different, and will require different topics to cover. However, there are a few key discussion areas to get the conversation flowing:<\/span><\/p>\n