close back

Why your performance reviews matter and how to make them better


Warning: array_push() expects parameter 1 to be array, null given in /home/msigts/public_html/wp-content/themes/msi-parent-theme/content-page.php on line 28

Blog

duty of care

Duty of Care – Keeping Employees Safe in High Risk Locations

19 April 2018 / By Nick Royle / Business  / Business Travel Tracking  / export  / Global Mobility Management  / Global Talent Mobility  / HR  / International Assignment  / Relocation  / 

Duty of Care – Keeping their global business travelers and assignees safe has become much harder for companies than it…

Read More
restrictive covenant

Should Companies Include Restrictions in Assignee Contracts?

9 April 2018 / By Nick Royle / Business  / Global Mobility Management  / Global Talent Mobility  / HR  / 

Anytime a company sends an employee on assignment, there are multiple issues to consider, although some tend to be overlooked.…

Read More

More Blogs


Warning: array_push() expects parameter 1 to be array, null given in /home/msigts/public_html/wp-content/themes/msi-parent-theme/content-page.php on line 28

MSI News

Baker's Dozen

MSI wins 1st place for Quality of Service in HRO Today Magazine’s 2018 Baker’s Dozen: Relocation Ranking

March 25th 2018 – MSI Global Talent Solutions, a human capital advisory firm that enables companies to improve, grow, and…

Read More
Move for Hunger

MSI Global Talent Solutions and Move for Hunger Announce Collaborative Effort to Help Feed Families in Need

Hampton, NH February 12th 2018 – MSI Global Talent Solutions, a professional services organization dedicated to helping companies create human…

Read More

More News


Warning: array_push() expects parameter 1 to be array, null given in /home/msigts/public_html/wp-content/themes/msi-parent-theme/content-page.php on line 28

Twitter

Read More


Warning: array_push() expects parameter 1 to be array, null given in /home/msigts/public_html/wp-content/themes/msi-parent-theme/content-page.php on line 28

Whitepapers

An introduction explaining what these whitepapers are about & why people should register should go here

GDPR

Not yet GDPR compliant? Here’s how to minimize your organization’s risk

For better or worse, it’s almost here. On May 25, after a two year transition period, a strict new regulation…

Download
high-risk travel

Keeping Employees Safe in High Risk Locations

Keeping their global business travelers and assignees safe when visiting high-risk travel locations has become much harder for companies than…

Download

Read More


Warning: array_push() expects parameter 1 to be array, null given in /home/msigts/public_html/wp-content/themes/msi-parent-theme/content-page.php on line 28

Webinars

GDPR – Will you be ready?

Summary: What is the GDPR?  Who needs to comply? In this session we reviewed the highlights of the new General…

Read More

Global Talent Strategy: Modernization to Facilitate Success

Summary: Organizations continue to be impacted by the evolution of advancing technologies, shifting political climates and high competition for quality…

Read More

Read More


Warning: array_push() expects parameter 1 to be array, null given in /home/msigts/public_html/wp-content/themes/msi-parent-theme/content-page.php on line 28

Warning: array_push() expects parameter 1 to be array, null given in /home/msigts/public_html/wp-content/themes/msi-parent-theme/content-page.php on line 28

Glossary

  1. A
  2. B
  3. C
  4. D
  5. E
  6. F
  7. G
  8. H
  9. I
  10. J
  11. L
  12. M
  13. N
  14. O
  15. P
  16. Q
  17. R
  18. S
  19. T
  20. U
  21. V
  22. W
  23. X
  24. Y
  25. Z

Read More

Why your performance reviews matter and how to make them better

23 November 2015 / By Nick Royle / Business  / export  / Global Talent Management  / Global Talent Mobility  / HR  / Leadership  / Talent Managemnet  / Talent Mobility  / 

Few people enjoy sitting down with their bosses and hearing about how they could be working better. On the flip side, few bosses want to sit down with employees and talk about raises or promotions. Wouldn’t it be easier if everyone could just do their jobs like robots? Well, not really.

When done right, performance reviews accomplish several things, according to Entrepreneur: They help set better goals, establish company culture, provide a platform for promotions and terminations, and keep the channels of communication wide open. If you don’t think those are valuable things to an organization, you’ve got bigger problems. In all seriousness, the rate of change in the business world is exceedingly fast. If companies don’t take a little time now and then to make sure employees and management are on the same page, the business won’t be able to keep up with the competition. To avoid that, don’t cut the performance review to save time and don’t gut it to help everyone skate by. Take a hard look at your process and determine how it aligns with the best practices.

Performance reviews can be a source of great feedback.Performance reviews can be a source of great feedback.

1. Set a schedule and stick to it
Performance reviews aren’t like speed traps, set to catch people in the act of misbehaving. Instead, let people know they’re coming and it’s more likely they’ll be responsible. The goal is to keep employees productive, so intermittent reviews scheduled well in advance will compel employees to work hard and score well on the review. Plus, it’s just more respectful: According to a survey from Fast Company, 62 percent of millennials have “felt blindsided” by performance reviews.

2. Be fair and honest
A company performs at its best when everyone is pulling in the same direction – not covering for lazy co-workers or unnecessarily chastising others based on personal vendettas. Performance reviews that paint exaggerated pictures of a worker don’t benefit the company. If he’s not hitting his marks, he should know. If she’s overstepping her boundaries, she should be warned. By the same token, when employees exceed expectations, they should be rewarded or at least offered praise and shown how to angle for a promotion or something similar. As Jeff Fermin of OfficeVibe.com pointed out, 44 percent of employees don’t believe their reviewers are being honest during the process.

“Everyone must be held accountable.”

3. Everyone deserves a review – even managers
The lowest tier of entry-level employees are just as human as the tenured supervisor who runs the show – that is to say, everyone must be held accountable. If you’ve been letting supervisors or managers escape reviews, you’d better hope your employees never find out. The last thing a company needs is a workforce that thinks management isn’t responsible at all for the team’s success. Everyone should be assessed, given ways to improve, offered constructive criticism and provided valuable feedback.

4. Keep things simple
You don’t need a long, drawn-out process to find out where an employee stands, but you do need it to be easy to administer and access. Consider keeping a file on the computer with the performance history for each employee – that way you can log new information, reference the last review and have everything in the same place. Entrepreneur explained that “less can be more if it means the reviews get done.”

5. Create an outline
As long as it doesn’t fly in the face of the preceding point, the best reviews lay out a set of expectations and check off, one by one, how well the employee has fared. He or she can’t argue with a poor evaluation when a set rubric that everyone is judged by yields that result. Of course, the outline for a brand new employee may be somewhat different from that of a manager, but the idea is that everyone should have a clear understanding of what is required of him in a given role. Plus, the rubric will help keep reviews quick and easy.

If your organization views performance reviews as a time sink, an HR-mandated drag, or a generally unpleasant thing, then it’s doing them wrong. Well-done performance reviews build better employees – who, in turn, build better companies.

Register

Create an Account


Already have a user account?

Thank you for registering!

The page will reload soon and you will be able to see our premium content.

Close