Ann Marie Puig


Ann Marie Puig on how to properly conduct employee reviews

While there are differences in employee review techniques and approaches that vary from association to association, general standards about how to converse with a representative about their exhibition exist. Regardless of whether it’s a performance review, a compensation modification meeting, or the usage of a presentation improvement plan (PIP), certain guidelines will help you all the more unquestionably lead the meeting. Ann Marie Puig, a lifelong entrepreneur and philanthropist from Costa Rica, offers tips on how to conduct employee reviews of different types.

These tips are relevant in your day by day discussions with representatives. They are additionally basic in your occasional, formal gatherings with representatives to examine work objectives and execution. These ten hints will assist you in making performance reviews positive and inspirational. They will improve—not collapse—your capacity to cooperate with your revealing workers.

The employee should never find out about positive performance, or performance needing improvement, just because at your conventional exhibition talk meeting except if it is new data or understanding. States Puig, “Powerful directors examine both positive performances and zones for development consistently, even every day or week after week. Plan to make the substance of the exhibition survey exchange a re-accentuation of basic focuses.”

In light of a legitimate concern for giving normal criticism, performance reviews are not a yearly occasion. Quarterly meetings are prescribed with representatives. In one average-sized organization, work coordination and assessment happens two times every year. Profession advancement planning for workers is likewise planned two times per year, so the representative talks about their activity and vocation, officially, four times each year.

Regardless of the parts of your performance survey process, the initial step is objective setting. It is basic that the representative knows precisely what is anticipated from their presentation. Your intermittent dialogs about execution need to concentrate on these noteworthy segments of the representative’s occupation.

You have to record this activity plan: objectives and desires in a vocation plan or occupation desires group, or in your boss’s organization. Without a composed understanding and a mutual image of the representative’s objectives, accomplishment for the worker is far-fetched.

During readiness and objective setting, you have to make how you will assess the worker’s presentation clear. Portray precisely what you’re searching for from the representative and precisely how you will evaluate the presentation. Examine with the representative her job in the assessment procedure. In the event that your association’s presentation review process incorporates an ​employee self-assessment, share the structure and discussion about what self-assessment involves.

The representative needs to get that in the event that he does what is normal, he will be viewed as a performing worker. In certain associations that rank workers, this is what could be compared to a three on a five-point scale. The individual must accomplish something beyond ordinary work to be viewed as an extraordinary worker.

Keep away from the “horns and halo” impact in which everything examined in the gathering includes positive and negative ongoing occasions. Late occasions shading your judgment of the worker’s presentation. Rather, you are liable for recording positive events, for example, finished tasks, and negative events, for example, a missed cutoff time, during the whole timeframe that the performance review covers.

Request criticism from associates who have worked intimately with the worker. In some cases, this is called 360-degree input since you are acquiring criticism for the representative from his boss, associates, and any announcing staff. You can utilize the criticism to expand the presentation data that you accommodate the worker.

Adds Puig, “Start with casual dialogs to acquire criticism data. Consider building up an arrangement so the criticism is anything but difficult to process and impart to the supervisor. In the event that your organization utilizes a structure that you round out ahead of time of the gathering, give the exhibition review to the worker ahead of time of the gathering.” This enables the representative to process the substance before her exchange of the subtleties with you. This basic signal can expel a great deal of the feeling and dramatization from the presentation review meeting.

Get ready for the talk with the representative. Never go into a presentation review without planning. In the event that you take a blind leap of faith, execution surveys fizzle. You will pass up on key chances for input and improvement, and the representative won’t feel supported about his triumphs. The documentation that you kept up during the exhibition survey period serves you well as you plan for a representative’s presentation review.

If necessary, practice approaches with your Human Resources staff, an associate, or your administrator. Scribble notes with the primary concerns of input. Incorporate visual cues that unmistakably show the point you intend to make to the representative. The more you can distinguish examples and give models, the better the worker will comprehend and have the option to follow up on the input.

At the point when you meet with the worker, invest energy in the positive parts of their exhibition. Much of the time, the exchange of the positive segments of the worker’s presentation should occupy additional time than that of the negative segments.

For your better than expected performing representatives and your performing workers, positive criticism and exchange about how the representative can keep on developing her presentation ought to involve most of the talk. The worker will locate this fulfilling and persuading.

No worker’s presentation is totally negative—assuming this is the case, for what reason does the representative still work for your association? Asserts Puig, “In any case, don’t disregard the regions that need improvement, either. Particularly for a failing to meet expectations worker, talk legitimately and don’t beat around the bush. In the event that you are not immediate, the representative won’t comprehend the earnestness of the exhibition circumstance. Use models from the entire timeframe secured by the presentation survey.”

The worker needs to believe that you need to assist him with improving his exhibition. He needs to hear you state that you believe in his capacity to improve. This causes him to accept that he has the capacity and the help important to improve.

On the off chance that you acknowledge these presentation review tips and practice these proposals in your exhibition survey gatherings, you will build up a huge apparatus for your administration instrument pack. The performance review can upgrade your association with representatives, improve execution for your association, and upgrade worker supervisor correspondence essentially—a benefit for clients and work connections.