In most workplaces, a constructive review process can typically be described as 1.) logical, 2.) fair, and 3.) purposeful, meaning that after the process ends each year, the company is better off and closer to its annual goals than it was before the review cycle began. But unfortunately, real life reviews tend to be shaped by a general unwillingness to vary from a strict protocol and a standardized process based on a limited and narrow definition of employee “success”. Most review models work well in theory, but in actual practice, they’re unable to accommodate the unquantifiable nature of human relationships.
For example, managers naturally tend to praise a rapidly growing employee who strives to attain a lower set of expectations than an excellent employee whose performance changes little from year to year, and this is perfectly reasonable. But this tendency makes reviews difficult to quantify, which can diminish the value of the ritual.
As your mangers approach the review cycle this year, prevent the process from wandering off track by keeping these considerations in mind.
1. Often the best reviews don’t look like “reviews” at all. The closer companies come to dismantling a rigid annual checklist or ranking system, the better the overall results may become. For example, instead of one ceremonial review each year, encourage managers to embrace many small reviews each month. Keep feedback steady, constant, and informal.
2. Standardization is often the goal of a structured review process, and this keeps things fair, but inflexible standardization can make little sense when employee goals, skill sets, strengths and objectives vary widely. Sometimes it’s better to let standardization go and measure employees against their own objectives, not against each other.
3. Make sure managers have the ability to differentiate general excellence from growth, and make sure they have the ability to push excellent employees to grow and growing employees to meet concrete and recognizable milestones.
4. Keep the review process from becoming a dreaded and pointless ordeal. This happens in too many workplaces, and when it does, it drains productivity and damages morale. If your review process has become nothing but a source of social tension, bad memories, and embarrassing arguments, don’t keep forcing your employees to swallow the process each year like bitter medicine. Find another way.
For more detailed and specific guidance on developing an effective review process that meets the needs of your business, reach out to the Texas staffing and HR pros at Expert.