Last updated June 25, 2019
Mid-year employee reviews come around a lot quicker than you may like. Twice a year in fact. Managers or employers don’t always get it right. So here are 4 things you need to remember to do through-out the review process!
Book
Don’t just spring a mid-year review on someone. That is both irresponsible and impractical on your behalf. Neither of you will be prepared. So take the time to schedule a meeting in with each of your employees (or volunteers, if you wish) that it suitable for both parties. Don’t just assume a certain time is going to work.
Prepare
Know what the point of the conversation is. What exactly are you reviewing? Why? For what purpose? To give you some ideas check out Quantum Workplace’s ’17 Performance Review Templates to Motivate Employees’. They will be sure to give you a tonne of ways to ensure you nail everything you set out to achieve. www.quantumworkplace.com/future-of-work/17-performance-review-templates-to-motivate-employees
Meet
Once the ground work has be put in place, now you can meet with your employees. Make sure you meet in a comfortable environment, which is the perfect combination of relaxed and professional. Try and avoid the staffroom, for many reasons.
Follow Up
So you have had your meeting, now what? Following up with your employees is super important if you want the conversation to truly uphold its value. Set SMART (Specific, Measurable, Attainable, Relevant and Timely) goals with them and create an action plan to achieve those goals. Check-up, meet up and repeat the process again to ensure they are on the right track.
If you think this article would be useful for your members, you are welcome to use it on your website or in your newsletter. We just ask that you let us know where it is being used, and that you acknowledge our website at the bottom of the article. If you are using the article online, please include a link to our homepage
