People at work don’t always agree. And that’s normal. But there is at least one thing everyone does agree on. Performance reviews are no fun.
If you know how to engage the process correctly, the performance review can be insightful, useful, and motivating.
Start by putting things in perspective and discussing the big picture, including the overall performance cycle and competency models.
Then cover goal-setting, vital aspects of data collection, writing employee reviews, and finally conduct evaluation meetings.
When you break it down into smaller chunks, the evaluation process is clear and very manageable.
In fact, employees will thank you when you turn a process that is typically stressful into one that helps them understand their job and their future better.