How to Do a Performance Review

你可能已经看到办公室，一个电视节目，讲述了一家小镇纸公司工作的人。经理迈克尔·斯科特（Michael Scott）是愚蠢的国王。当绩效审查时间到来时，他会与每个员工而不是他们的表现谈论自己的个人生活。Michael Scott does not take performance reviews seriously … do you?

How often do you talk to your employees about their job performances? Do you put it off all year? When you think about performance reviews, you might get nervous about losing valuable time, and employees may feel like they’re being called into the principal’s office. However, delivering an effective performance review, or evaluation, can be helpful to your small business. Employees want to know where they stand as well as feel appreciated.

Reviews are most beneficial when done twice a year. But, you can’t forget to tell employees how they’re doing throughout the year as well. Help your employees understand what they can improve, and compliment their strengths.Productivity begins with performance, so make sure your employees are at the top of their game.

无论您是预期您的第一份员工评论还是多年来都进行了数百次，这里都有一些技巧可以在您进行员工评估之前，期间和之后为您提供帮助。

How to do a performance review: preparing

1.设定明确的职责和责任

始终清楚您对员工的期望，否则您可能会得到未完成的工作。当员工有疑问时提供帮助。

2. Create a standard evaluation form

为每个员工绩效审查使用相同的评估表。评估表衡量出勤，沟通和整体绩效等方面。vwin彩票开户爱国者软件的员工绩效评估涵盖了工作习惯，工作技能和绩效/结果。了解员工对工作有多幸福，在评估中也很重要。

3. Give frequent feedback

进行年中评估和偶尔会议，以帮助您的员工衡量他们的工作。等到年底解决问题可能会对您的业务有害，并导致您不必要的挫败感。

4.设置评估

提前安排评估（通常为两个星期），以免您的员工蒙蔽。给您的员工几次选择，并让他们选择与其他责任不冲突的时间。

5.自我评估

让您的员工评估自己。您的员工将能够表达担忧，并告诉您他们对工作有多满意。

如何进行绩效审查：进行

1. Find a comfortable location

确保您和您的员工在评估过程中都可以放松。在私人位置进行绩效审查。

2.强调积极因素

请勿关注错误。取而代之的是，利用员工的长处来提出他们可以改善缺乏区域的方法。添加积极的方法将有助于防止员工获得防御性。

3.不要模糊

Be direct and honest in what you say. Use your records to be specific. For example, saying, “Sometimes you are late completing tasks” makes less of a connection with an employee than saying, “Joe really needed his pizzas delivered at 1:00 p.m. last week, but you didn’t get there until 1:30 p.m.”

4.讨论员工的长期职业目标

What does your employee want to do in the long run? If their professional goals are far off from their current position, they might not do their best work. Listen to what your employee needs to improve their performance.

5.没有计划就不要谈论工资

Make sure you are prepared if you are going to discuss salary with performance. You don’t want to offer an employee a raise you cannot afford. If an employee brings up salary and you are not ready, offer another time to discuss.

如何进行性能评论：跟进

1. Establish goals

Goals will help employees increaseproductivity in the workplace. For example, if an employee had low sales this year, challenge them to increase their sales by 4% next year. Tell your employees what they need to do to improve their performances and how to do it bysetting up a performance improvement plan (PIP).

2.让您的员工审查您

让您的员工告诉您他们对您的表现的看法并提供建议。允许他们全年提交您的评论。

3.保持评估存档

绩效评论应该保存在员工的档案中. You can store reviews online or keep paper files. Make sure to keep the evaluations for seven years past an employee’s termination. Files are great references for measuring growth, offering raises or promotions, and protecting you in case a terminated employee intends to sue for misconduct.

Patriot’s online人力资源软件可以帮助组织和保护员工记录，因此您永远不会丢失它们。

4. Schedule a follow-up meeting

通过后续会议帮助您的员工保持正确的轨道，以实现目标。由于这些不是正式的评论，因此可以放弃。询问您的员工是否有疑问或遇到阻碍他们实现目标的问题。

5. Provide positive feedback

When your employees improve on something you discussed in the review, let them know you noticed. Employees want to know that your business values them.

This is not intended as legal advice; for more information, please点击这里。