While being the boss has its perks, sometimes its not all glitz and glam. One of those times is at the end of the year when its time to review your employees performance.
Every company handles this process differently, so deciding how you as a business is going to handle it, and communicating that with your employees is key to encouraging growth and top performance. So what exactly are your options when it comes to end of the year reviews? And how does that fit in with your overall company culture?
Don’t Have Them
This is actually solid advice. The idea is that employees should be receiving feedback from you and other supervisors on a regular basis. This shouldn’t be a once or twice a year occurrence. If you want the best from your employees you have to give them your best, whether that’s advice, criticism, or feedback. Otherwise, no one will grow: not your business, not you, and definitely not your employees.
But what if you haven’t been reviewing your employees consistently, and feel you need a way to provide feedback at the close of the year, especially if you’ve been rapidly growing over the year? Or, let’s say you just prefer this method for some other reason? Here are a few tips to make sure you have a plan going into your employee reviews:
1. Go Back to the Job Description
This will help you identify areas of the most importance when it comes to identifying measurable areas of performance for individual employees. Although the trouble with this, is that in small businesses, often job descriptions are vague, intangible things that are often changing and hard to track down. But you can still use this to your advantage when reviewing your employees performance. Focus on how well they have adapted to different jobs, which tasks they seem to excel at, etc.
2. Think About Core Values
What are the values at the heart of your business? What do you expect from employees no matter what position they hold or what tasks they do? These are going to be a little more abstract than a set job description, but it is an important part of evaluating employees. Are they living by the standards your company represents? If not, then you need to talk about it.
3. Evaluate Growth
If individual employees are not growing, neither is the company. Especially in a small company, it is vital that your employees are growing and adapting to keep up with the company. If not, they are going to hold back your growth as a business. Have a discussion about areas to improve when it comes to growth. Do your employees understand your vision for your company and where they fit into that vision?
End of the year reviews can appear to be intimidating and awkward, but they are an important part of keeping your company healthy and growing. Without communication there will be no employee growth, which will then affect the company as a whole. Learning to communicate expectations and recognize accomplishments are key to happy employees, and a healthy business.