Plan a systematic and scheduled employee review for all employees. Write out a standard agenda and revise it for each individual to make sure you cover all important points.
Reviewing an employee’s performance can be a difficult and uncomfortable task particularly in a small business where we are often friends and colleges with our employees. First; Call it a Quarterly Employee meeting (a year is too long) instead of an Employee Review. Make it a discussion and not a judgmental monolog.
Review the job description; is everything getting done to acceptable standards? Are there any tasks that need to be added or moved to another employee? Review any goals you set at the last meeting. Were the goals accomplished/ were the goals set too high or too low? Set new goals that can be met by the next meeting. If there are long range goals set intermediate goals. Try to judge the job and not the person. It will make it more comfortable and more productive.
Are there any procedures you can document to produce more consistent results? Are there any current procedures that need to be changed or improved? Make sure you are capturing and owning the employees on the job skills.
Also include a review of how the company is doing and how the employee fits into the bigger picture. Often they will have a far different picture of the company and its goals than you. Share your goals so they can work toward them.
I do not recommend making pay and raises part of the quarterly meeting. As it tends to be the only item the employee remembers, good or bad.
Original Material (c) Thomas Robinson
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