During July, managers and employers have the responsibility of providing their employees with mid-year reviews. This process can be intimidating for both reviewers and reviewees, so we have put together a list of five strategies to effectively measure employee performance within your organization.
1. Develop an appropriate, consistent method for assessing employee productivity and engagement.
There is a wide range of evaluation methods, and the first step is to figure out which method works best for you and your organization. As society continues to advance, so does the workforce and corporate culture. What may have been the most effective method a few years ago might not be the most effective today. Take a step back and look at your organization and employees, and ask yourself, “What evaluation approach will benefit the organization as a whole?”
2. Connect regularly with employees to create a continuous, open dialogue and reduce overall turnover.
The relationship you have with your employees is of the utmost importance. In order to maintain a healthy, transparent relationship, it is critical you have frequent conversations to discuss your employees’ progress and performance. The most effective mid-year review tactic is to simply pick up the conversation where you left off; however, this is only possible if the dialogue is consistent all year long.
3. Don’t just provide constructive criticism to your employees, but rather approaches on how they can improve.
Although criticism is an important part of a supervisor’s role, it is not the only outcome of a mid-year review. Instead of telling your employees everything they’re doing wrong, coach them through ways in which they can improve.
4. Go over the goals you set during the previous mid-year review and evaluate if these goals were reached and what the next steps should be.
Your mid-year review process should not only be a continuation of your ongoing conversations with employees, but also a continuation of the previous mid-year reviews. If there were specific goals set at last year’s meeting, check in on them to see if these goals were achieved and what steps should be taken next.
5. Schedule a follow-up to see what progress is being made on behalf of the employee and plan recurring meetings throughout the rest of the year.
This follow-up meeting is not only an extension of the mid-year review, but also an extension of the ongoing conversation between you and your employees. Your internal company dialogue must remain consistent to achieve maximum respect and transparency.
No matter what type of organizational leader you are, these five tips will guide you through a seamless mid-year review process.