This article is written from the point of view of what happens when a performance review is badly managed. Organizations that follow responsible performance management programs ensure that employees have a clear view of their expectations and performance standards and that anything that needed to be addressed during the year was addressed when it occurred. The performance review process should therefore contain no surprises. Moreover, the process should be transparent, in that the employee is fully aware of the discussion before he or she enters the room. Lastly, I would suggest that performance reviews are built on trust and respect, therefore it is of the utmost importance that the performance review methodology for the organization is well documented and supported with tools, processes and training for managers. When a performance review is mishandled and an employee is mistreated in the process, it is nearly impossible to regain the trust of the employee, if at all. Here is a link that I find useful in describing what a good performance review process looks like.
|1. Do not set goals and targets with your employees. That way, you can change the expectations and hold them accountable at the same time. As an added benefit, you never risk any financial rewards. This saves the company time and money!|
|7. During the meeting, monitor your email and text messages so that you can demonstrate how customer responsive you are. This will teach the employee two valuable lessons. 1. Customers always come first in business. 2. Employees always come second.|
|8. During the meeting, answer your phone, every time it rings. See number 7.|
|10. After the employee has been excused, tell him or her this is not over yet. That way, the employee will be on the edge of the seat waiting for your next meeting.|