Performance reviews are beneficial in a number of ways, allowing you to provide your employees with valuable feedback to help them grow, as well as creating documentation on performance issues. Unfortunately, despite their value, performance reviews are frequently a rote task rather than a productive and engaging process for both the manager and the employee.
Good performance management systems and forms, whether online or paper based, is the foundation; however you can take further steps to create an interactive and positive performance review process. In addition to completing the required review form and then reading it out loud during the review, make sure that you communicate your interest in the employee’s motivation and career goals and that you allow the employee to provide feedback to you on their performance and goals for the next review period. The following questions can help you start the conversation.
- How do you feel about your personal performance over the last year?
- How do you feel that you could improve performance?
- Do you feel that you have control of the areas that measure your performance?
- How have you demonstrated leadership qualities?
- How can you improve your leadership qualities?
- What is the most challenging or difficult function you perform?
- How do you feel you can improve yourself within this role?
- How have you recently solved a problem in a positive manner?
- How could you improve your problem solving techniques?
- What is your biggest motivator in this role?
- How would you change your role and your responsibilities to motivate you more?
- Do you feel like you’re efficient at work? How so?
- How could you improve your efficiency?
- Do you feel you’re effective with your work methods?
- What would you do to make yourself more effective in the dealership?
- Do you know what is expected of you at work?
- What are your professional goals for the coming year?
- How do your goals support our dealership?
- Do you feel valued?
- How can I help you feel more valued?
- What one thing would you like to see me work on as your manager?
Keep in mind that just asking questions isn’t enough to make for a successful review. Once you have asked these questions, discuss and decide upon the next steps for the reviewed employee. Keep your questions and process consistent so that your employee, and you, can measure their success and help them grow. Don’t forget to document these review sessions you may have for future reference. Your goal should be to move from a standard performance review to a professional development plan for each employee.
Do you have further questions on how to conduct a performance review or development a professional development plan? Contact email@example.com for more information.