Retaining top talent is one of the greatest ongoing challenges faced by businesses today.
To keep yours an attractive place to work and remain competitive in the current talent market, use your year-end reviews as an opportunity to shore up your employer brand and offer team members the growth and development possibilities they’re looking for.
Among the best practices to follow as you build a solid performance review process are:
Meet face to face.
Conduct as many performance reviews in person or via video call as possible. This makes for more meaningful interactions and better communication, as both parties have the ability to recognize non-verbal as well as verbal signals.
Listen more than you speak.
As you meet with employees – for all purposes including performance evaluations – practice active listening. As you do so, keep your questions open-ended and listen more than you speak as responses unfold. During reviews, some examples of questions might be:
- What do you consider your best recent achievement?
- What should you keep doing to succeed and grow? And what do we need to change?
- What are your top career development goals?
Use specific thoughtful language.
When reviewing someone’s performance, the specific words you choose matter greatly in the context of employee development, morale, and loyalty. As you craft your message points, focus on an employee’s job behaviors. And, avoid making assumptions or generalizations.
- Cite tangible, relevant examples. This will provide greater clarity as you make your points and help employees understand areas that need improvement. Do the same as you recognize a person’s recent achievements and milestones.
Create a collaborative action plan.
As you listen to employees and learn more about their vision, plans, and aspirations, work collaboratively with them to formulate an action plan for the near and longer-term future. This will be ongoing, of course, but a scheduled review is a great time to put the initial building blocks in place.
- Be sure every plan is based on SMART goals – and that each individual’s goals align with those of your company. Now is the time to iron out any details or inconsistencies.
End on a positive note.
Wrap up each performance review by recapping the person’s positive contributions, accomplishments, and value to the company. In addition, summarize the high points of their development plans and how you will work together to keep things on track. Remember to see if there are any more questions or topics that haven’t been covered before you conclude the meeting.
Keep communication ongoing.
Performance reviews are undoubtedly important but should be just one part of a continuous dialogue between managers and employees. It’s critical to practice continuous performance management by staying in regular contact throughout the year.
AlliedUP’s Accelerator Program offers online courses and training components to help your new hires develop and grow in their careers. At the same time, it also helps you as you continuously strive to improve retention and loyalty. Reach out to us today to learn more about building your winning workforce for 2025 and beyond.
