Performance reviews play a big role in helping human resources know how well employees are performing their jobs and in fostering better ties with their managers. And while some employees may not be able to express how well they perform, managers can step up with ways to make the meeting productive and less stressful. Setting expectations is an important first step for managers, says Shelli Nelson, managing director, talent acquisition at Madison Industries.
“Meeting quarterly to discuss review content will alleviate some of the anxiety that comes with the process,” Nelson notes. “Reviews should essentially be written by the time managers meet with employees. And getting feedback from colleagues and internal customers will help build the content for employees who aren't great at talking about themselves.”
Greg Furstner, senior vice president of HR for SkillPath Seminars, recommends doing the performance reviews away from the office. “Go for a walk outside and go out to lunch and talk informally about the employee's performance,” Furstner says. “When you return to the office, share the formal review and touch on any points that you missed. It gives you one-on-one time with your employee and makes it painless.”