Performance Reviews: Painful or Helpful?

Performance Reviews: Painful or Helpful?

Performance Reviews: Painful or Helpful? Today our guest blogger, Lindsey Harper Mac, presents the third and last in her new series of posts on career development.   Lindsey is a professional writer living in the Indianapolis area. She specializes in writing guest posts on social media and education. Currently, Lindsey is completing work on her master’s degree. You can find the first post in this series at this link – Career Development Part 1 – Why Get An Advanced Degree? The Answer is Obvious and the second at this link –  Career Development Part 2: Want a Promotion? Focus on Factors Within your Control

Career Development Part 3: Performance Reviews: Painful or Helpful?

For many employees, receiving a performance review isn’t a welcome occurrence. It can seem that bosses are being tedious and trying to catch their workers messing up on the job when these reviews are compiled and delivered. In truth, however, an employee review is intended to be a useful tool in promoting employee growth. When done properly, performance reviews should highlight areas of strength and weakness and provide a roadmap for future growth. To better understand the employee review process, consider all the factors that go into a comprehensive employee review.

Work Monitoring

The most notable-–and commonly most nerve tweaking-–part of any employee review is the work-monitoring segment. During this part of the review process, the employer evaluates the worker while he’s on the job and makes note of strengths and weaknesses. In some cases, the worker knows he’s being monitored; in others, the worker is unaware, ensuring that the employer has an accurate picture of the worker’s performance on a day-to-day basis.

Performance History Review

Employers also often review the employee’s history of performance, checking accuracy percentages, sales figures or other numbers indicative of the employee’s level of on-the-job success. By consulting this information, the employer can ensure that, if the work monitoring didn’t yield stellar results, his negative opinion isn’t simply the result of one not-so-hot day on the job.

Collaboration

Employers often collaborate with different individuals within the managerial or HR departments when completing these employee reviews. In doing so, they share their findings and ask the individuals with whom they’re collaborating to reflect upon the data as well. This can go a long way toward ensuring that the overall opinion of the worker’s effectiveness isn’t solely determined by one individual.

Goal Setting

After gathering all the information required to make informed decisions, managers commonly set some goals for what they’d like to see the employee achieve in the next several months or over the course of the next year. They may decide they want to see improved accuracy from an employee whose percentages were found wanting. For an employee they’d like to see advance within the company, they may encourage her to make efforts toward reaching educational goals or obtaining further professional credentials.

Employee Input

After these steps, the employer presents the painstakingly gathered information to the employee. Often, the employee is asked to provide input at this point as well. This could be an explanation of an area that appeared to be weak but is actually stronger than the numbers would suggest. During this portion of the review, the employee is commonly presented with the goals set for her and asked to edit them or agree to them if she feels they’re reasonable.

When employers review their employees’ work, they hope to find these workers are doing everything perfectly. When this isn’t the case, managers can use the information they glean from this careful monitoring of performance to help their employees grow and become better workers within their selected industries. This facilitation of growth is mutually beneficial, as it allows employers to craft stronger workforces and it allows employees to become the best workers they can be.

About the author: Lindsey Harper Mac is a professional writer living in the Indianapolis area. She specializes in writing guest posts on social media and education. Currently, Lindsey is completing work on her master’s degree.

Also by Lindsey Harper Mac

Career Development Part 1 – Why Get An Advanced Degree? The Answer is Obvious

Career Development Part 2: Want a Promotion? Focus on Factors Within your Control

Entrepreneurs Growing Forward

Why “be the best” when you could be the one making the rules? | WiseWolf Talking – the WiseWolf Coaching Blog.

The Makings of a Great Leader | WiseWolf Talking – the WiseWolf Coaching Blog.

 

7 Replies to “Performance Reviews: Painful or Helpful?”

  1. Pingback: Leadership in the Medical Field: Series Part 1—What It Is & Why It's Critical | WiseWolf Talking - the WiseWolf Coaching Blog
  2. Pingback: Leadership in the Medical Field: Series Part 3 -- Soft Skills & Leadership | WiseWolf Talking - the WiseWolf Coaching Blog
  3. Pingback: Corporate Culture 101: What You Need to Get Started: SERIES PART 2: People Skills | WiseWolf Talking - the WiseWolf Coaching Blog
  4. Pingback: Career Development: Corporate Culture 101: What You Need to Get Started SERIES Part 1: Self-Management Skills | WiseWolf Talking - the WiseWolf Coaching Blog
  5. Pingback: Leadership in the Medical Field: Series Part 2—How Is It Demonstrated? | WiseWolf Talking - the WiseWolf Coaching Blog
  6. Pingback: Career development - Moving Home Part 2 - Prepping for the big move! | WiseWolf Talking - the WiseWolf Coaching Blog
  7. Pingback: Career Development - More IT jobs are in the cloud - Getting ready for the job you want in 2013 | WiseWolf Talking - the WiseWolf Coaching Blog

Leave a Reply

Your email address will not be published. Required fields are marked *