There’s no limit to success or growth. With an ample amount of development and feedback, employees lay the foundation for a long-lasting career.
Why are performance reviews important?
Performance reviews harness an individual’s potential and direct it toward an organization’s long-term goals. When conducted correctly, the process acknowledges an employee’s progress and gives them something to aspire to.
Yet for many employees, performance reviews are run-of-the-mill, infrequent and anything but motivating. According to Gallup, less than 1 in 5 employees strongly agree their performance reviews help them improve. But with the right preparation and commitment, missed opportunities and stalled upskilling don’t have to be the norm.
Are performance reviews only useful for new employees?
No one ages out of development. Great performance reviews are a reminder that life is a constant learning opportunity. Even members of senior leadership have something to gain from a periodic evaluation.
In fact, managers may find just as much value in a performance review as their reports. The process doesn’t just involve telling employees what to do, but speaking with them about their journey and where it might lead. In doing so, it becomes clearer how a leader could adjust their approach to better accommodate growth.
How do performance reviews help a business?
Performance reviews become stagnant when they’re disconnected from a company’s culture. If there’s no precedent for engagement, advancement and a shared vision, it’s hard to justify conducting performance reviews at all. Evaluations are just as much about the organization as a whole as they are an individual.
Yes, performance reviews give employees guidance. But regular evaluations also harmonize them. Performance reviews are a structure to ensure companywide alignment and excitement for what’s on the horizon.
Ready to harness the power of performance reviews? Lean on this checklist to build an adaptive, long-lasting process!