Staffing Resources


How to Use Performance Reviews for Employee Development

January 14th, 2014

As a business leader, you are most likely bombarded with all the aspects of operating a successful organization. Earning a high rate of return based on employee performance is a huge part of this success. Therefore, to measure this rate of performance, employers regularly turn to performance reviews. However, is this the only reason to conduct performance reviews for your employees?

The truth is, employees bring a lot to the table. They work hard and they provide loyal service to help your company meet important goals. Without a fully engaged workforce, it doesn’t matter how many performance reviews you do. If you don’t offer a rewarding work environment your employees will do just enough to get by. A performance review process is only as good as your organization’s ability to foster growth and development in your people assets.

How can you boost employee engagement and ultimately, performance measurements, to get the most from your human capital?

Recognize that performance is based on the individual, not the team.

One thing that’s important to consider when using performance metrics is that it’s the individual not the team that’s responsible for reaching goals. While it’s good to build team performance, by working with each employee to develop skills and increase performance on the job, your organization will benefit more.

Define performance according to each job type.

It’s critical to have a clear set of expectations for each assignment when using performance measurements. Jobs and the tasks they entail are unique, therefore the goals of each job need to be defined and communicated from the start. Use these specifications to create more accurate performance levels.

There is no one-size-fits-all solution in performance management.

Again, since each employee is an individual with different strengths and weaknesses, your performance goals will differ from one to the next. Recognize there is no one way to manage the performance of all employees. Instead, be able to adapt your performance program to each employee.

Use performance reviews as tools for employee development.

Many times, performance reviews are viewed as criticism by employees who are already worried about job stability. Instead of making employees meet your marks, why not work with them to help them achieve more at work through employer-sponsored development and training programs?

By using the above tips, your organization can get more out of HR performance management initiatives and grow the company through better employee engagement.

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