Employee performance reviews are a crucial way to monitor a person’s work, attitude and overall progress toward annual goals. It might seem best to largely base these assessments on numbers, but doing so can omit key details that keep you from clearly seeing the big picture.
Instead, it’s best to base performance reviews on several different pieces, so you can truly see their strengths and weaknesses. Here’s a look at different types of feedback that can be used to combine hard numbers with meaningful insights.
Numerical Performance Rating
One of the most common types of feedback, graphic rating scales allow you to rate an employee’s performance in specific areas — i.e., “works well with others” or “exhibits leadership skills.”
Additionally, you might be asked to rate the frequency they exhibit a certain behavior. For example, if asked how often a very punctual employee arrives to work on time, you would rate them “always.”
360-Degree Feedback
You’re the boss, but you’re not the only person who works with the employee. Therefore, 360-degree feedback can be very helpful, because it allows you to gain a well-rounded look at their performance.
This process involves collecting feedback from co-workers, other supervisors and anyone else you feel is appropriate. You’ll use the insights gained to determine areas where the person is excelling and where they could use some extra work.
Management By Results
Otherwise known as management by objectives, you’ll work with the employee to create their goals together. From the start, you’ll get on the same page about how performance will be measured and evaluated, as well as how their goals fit into the big picture of the company. This process is used to improve communication and make employees feel more connected to the organization.
Self-Evaluation
Finding out how employees rate their own performance in certain areas can be an effective way to promote their development. It’s likely they’ll be more critical of their performance than you will, but this self-evaluation should highlight similarities and differences from your review that will help the two of you better align. The information noted will serve as the basis for a constructive conversation that will help them learn and grow.
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