The answers to many business-related questions can be carried over to other fields of activity. Regardless of your workplace or domain, there exists an inherent human nature that your business plan must accommodate.
When conducting employee reviews, you must aim to create a sense of fairness and impartiality. Even when the review is less than stellar, the employee is more likely to accept the conclusion if he/she thinks that it is in the context or a meritocratic environment.
While I have conducted a few of these reviews myself, I am in the business of reviewing products, not employees. When analyzing a company such asTrustMypaper.，我非常注意是公正和公平的。
That being said, let’s take a look at some tips that will help you conduct proper employee reviews.
You have other things to worry about; I get it. Employee reviews are just another hassle that must be overcome, and the people working under you can sense that. Your attitude oozes the fact that this task is an unwelcomed chore.
Try and give feedback more than once per year, regardless of the official scheduling.
Show that you care, and ask questions often.
Of course, you shouldn’t fall into the other extreme of being overbearing. Employees also want the feeling ( or at least the illusion) of autonomy.
Just be knowledgeable, and make it a priority to praise outstanding performance or effort. This attentiveness will improve team synergy and productivity.
糟糕的法律是法律,是如此的模糊和抽象that it can be applied to almost anything under the Sun. For example, a law against making people feel unsafe can cover everything from a bad look to outright threats of violence, not to mention perceived slights. This vague nature is ripe for abuse, and its enforcement will always seem unfair.
Make sure to note lackluster performance.
You should always note and praise good performance. The benefits speak for themselves.
I use the words “punish” loosely. In most cases, letting people know that you are aware of their failures will deter them from repeating that mistake. An “I saw that. Please don’t do that again” should be enough.
“You are a great weightlifter.”
“Still, your benchpress form might need a little work.’
Set the goalposts
From the start, set clearly defined goals for both performance and behavior. This will give people something to strive towards. Goals also free the reviewer from any type of accusation of unfairness. You either reach them, or you do not.
To conduct a fair review, make sure that a performance review only addresses performance, while a more general yearly review covers all aspects.
Whatever the verdict, provide advice
Always the impression of growth and future rewards for said growth. Improvement and promotion should seem hard yet highly accessible for those who try.
Understanding how people work and how they think is the key to success. Every employee wishes for a fair review and a reviewer that also has their best interest in mind. A successful company convinces its people that their interests and the company’s interests are one and the same.