2018 is in full swing, so — woo hoo! — you don’t have to think about writing those dreaded performance reviews for a whole year. If that’s your attitude (and it’s a common one), it’s the exact wrong approach to take.
Performance reviews aren’t just something to make your HR department happy. They are supposed to be documents that guide you through the next year as well as assessing the past. So let’s pull them out and go over them again.
Did You Set Goals for 2018?
Goal setting for the coming year should be part of the annual performance appraisal, but if you didn’t do that, no worries. You can do it now. Look at what you graded your employees on last year and use that as a guide to set goals for this year.
To keep reading, click here: You Did Your Performance Reviews Last Month. Have You Already Forgotten About Them?
One thought on “You Did Your Performance Reviews Last Month. Have You Already Forgotten About Them?”
It would help make performance reviews easier to deal with, if in the sit down meeting, the individual is explained their effectiveness to achieve the result.
Most reviews I had were based on the company’s preset plan of goals. I had no input on the goals and nor did I have a say in how to achieve the goals. ( I wanted to plan it based on the customer clientele in my particular unit not the company ‘s assumption of what would sell based on how highly profitable item was. Unless I fudged the numbers ( which I didn’t) following their concept didn’t achieve their objectives. I had to create a workaround solution to achieve their goals. Which brings me back to my comment, the one being reviewed should have a say in creating the goals to be set and should be allowed to present a plan of action to achieve the goals.
A performance review should not be one sided.
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