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In more “normal,” pre-COVID times, your business probably had a process for creating and conducting employee performance reviews. But with more companies allowing remote work now and in the foreseeable future, how should you approach reviews? Do they still serve a purpose and, if so, what’s the best way to handle them?
Although they may not function exactly the same right now, employee performance reviews are still a good idea for businesses for a number of reasons.
The key to success is to use them to set clear, practical expectations based on the current circumstances — and evaluate performance against reasonable goals for each employee’s working conditions, whether onsite or remote.
Here are seven reasons why employee evaluations are still essential, even during this challenging period:
Performance reviews provide an opportunity to discuss primary and/or shifting responsibilities, as well as answer questions employees may have about their involvement on a team or in the company as a whole. You can address specific questions or issues that might not get air time otherwise.
Rather than conducting formal reviews once a year, you can have quarterly or even monthly discussions to provide guidance, feedback and direction. In fact, the more frequent and specific the input, the quicker your employee can respond and implement any changes. This dynamic is especially relevant with an increasingly remote or hybrid workforce, where everyone is adjusting to new dynamics.
Effective employee reviews are more forward-looking than backward-facing, which is especially valuable when the previous months have been disrupted by a global pandemic. Involving employees in creating specific long- and short-term goals is also a more proactive, collaborative approach that makes sense for the current times.
In easier conditions when budgets aren’t being cut, annual reviews can help in determining which employees receive promotions or raises based on reaching or exceeding performance goals. Putting expected standards and criteria in writing ensures fairness and consistency with advancement and pay increases.
Offering positive feedback on a regular basis and recognizing your employees’ hard work (particularly during a difficult stretch of time) can be a great morale booster. Be sure to emphasize the qualities that matter more now than ever, like flexibility, accountability, willingness to learn and a sense of teamwork.
On the other hand, if you experience problems with an employee’s performance or behavior, written reviews provide a way to document issues and outline the specific corrective steps needed for continued employment.
Performance reviews provide an opportunity to gather feedback from employees about how the company operates, what the supervisor can do to better support the employee and processes that may need improving.
When it comes to employee performance reviews, best-practice standards are changing. Rather than a formal, annual undertaking, employee reviews can now occur as timely, ongoing feedback or regularly scheduled meetings. With more frequent touchpoints, you can address concerns immediately, as well as offer helpful insight and support. Beyond performance review frequency, other tools in your performance management toolbox may include:
Whatever method you choose for weighing employee performance, be sure to communicate your intentions and explain the procedures to everyone involved.
With an eye toward maintaining a consistent review process, no matter what the current circumstances, now may be the perfect time to shift to an electronic process. You recognize the shortcomings with a manual, paper-based approach, but you’re not interested in learning a complex HRIS system. Fill-and-Save™ HR Form Libraries are ideal for streamlining common HR tasks, including performance management. Each collection of forms is easy to use, accessible 24/7, 100% compliant and perfect for onsite and offsite employees.
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