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 them. Regular on-going coaching can not be replaced with an annual employee review. This process should be a complement to the coaching of your 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:
- They give the employee the opportunity to better understand expectations, standards and rules.
- They give the manager an opportunity to "get to know" the employee better.
- They give the employee the opportunity to learn what behaviors, attitudes they need to improve or modify.
- They send a message to the employee that you care about their performance as well as them as a person.
- They can help you chart a better course for the future of the employee.
- 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.
- They send a message that you are satisfied with performance, attitudes and behavior.
- They say to the employee they are 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.