It’s that time of year again: Performance Reviews

Common Pitfalls of Performance Reviews 

Understanding why performance reviews frequently fail is crucial to improving them: 

• Viewing Reviews as One-Time Events: Feedback given only once a year or less often makes it difficult for employees to track progress and improve their performance. 

• Unconscious Biases: Without proper training to recognize and eliminate biases, evaluations can be unfair. For example, managers might rate in-office employees more favourably simply because they see their work more often. 

• Lack of Goal-Oriented Feedback: Focusing feedback on behaviours rather than outcomes can hinder performance. For example, if an employee is criticized for slow response times, they may rush tasks and compromise quality. 

• Using Reviews for Punishment or Reward: Reviews should be growth-focused. Negative reviews can make employees feel undervalued and unappreciated. 

Essential Components of a Good Performance Review  

A consistent and equitable performance review process is vital. Here are the basic elements of an effective review template: 

• Employee Evaluation Criteria: Use objective and role-relevant criteria. Include a quantitative rating scale (e.g., 1=needs improvement, 2=meets expectations, 3=exceeds expectations). Criteria could include job knowledge, communication, teamwork, time management, initiative, and professionalism. 

• Key Questions: Tailor questions to the employee’s specific role to encourage discussion about strengths and weaknesses. Examples include: 
  • What are the employee’s strengths? 
  • What areas need improvement? 
  • How can these areas be improved? 
  • Is the employee meeting job role expectations? 
  • Are there additional responsibilities or training opportunities that would benefit the employee and the organization? 
• Performance KPIs: Include quantifiable metrics related to the employee’s role to provide objective insights into their performance.
•  Action Plan: End each review with clear goals and a plan for achieving them. This should include employee goals, employer support (e.g., training, resources), a timeline for achieving goals, and a follow-up review schedule. 

Tips for Conducting Effective Performance Reviews 

• Set Expectations: Clearly communicate what will be discussed during the review and what the goals are. This creates a positive environment and ensures alignment. 

• Engage and Listen: Use clear, helpful feedback and listen actively to the employee’s responses. Ask follow-up questions to gain deeper insights. 

• Focus on Growth: Centre discussions on identifying areas for improvement and providing actionable steps to help employees grow. 

• Tailor Your Template: Customize the review process to fit your village’s needs, considering aspects like remote work, inclusion, diversity, and employee well-being. 

Building a Meaningful Review Process 

Creating a positive environment for feedback and supporting employee development are the goals of a good performance review process. With a good template, solid principles, and thoughtful customization, you can make the review process relevant, meaningful, and supportive of your team.  

By improving how we conduct performance reviews, we can better support our staff, enhance their job satisfaction, and ultimately provide better care and service to our residents.