Leaders aren’t born — they’re developed. And in the professional world, development requires deliberate, pointed guidance.
If your employees aren’t given a clear expectation about how they should develop, they’re left with no avenue to invest their potential back into your business. This risks disengagement and even turnover if an employee believes they’re stagnant in their role.
Through effective performance reviews, you can deliver the feedback your employees need to develop confidently. Additionally, your reviews may help you find:
• what engages people most about their work
• weaknesses in your learning strategy
• the best way to deliver feedback
• new ways to train and upskill employees
What are the best types of performance reviews?
Employee evaluations take many forms, but the Society for Human Resource Management suggests the ideal performance review follows a cycle of:
- performance planning
- ongoing feedback
- employee input
- review and qualification
Ultimately, employees should clearly understand how your business goals support their progress. Some companies opt for self-evaluations (or “employee self-assessments”) so workers can better form their own motivations and align them with their company’s vision.
Other common performance reviews include:
- competence-based reviews, which measure employees based on their expertise in specific, recurring tasks
- 360-degree feedback, which allows supervisors, colleagues and other relevant parties to weigh in on an individual’s performance
- manager reviews (or “reverse performance assessment”), which require leaders to ask employees for feedback to build progress plans and boost accountability
How does HR tech support effective and engaging performance reviews?
- past reviews
- relevant documentation
Plus, your people can set personal development goals through Employee Self-Service® to track their progress and take ownership of their development.