Provisional Blog

5 Year-End Performance Review Mistakes to Avoid

December 11th, 2018

From entry-level employees all the way up to top-level managers, no one likes performance reviews. However, they play an important role in giving feedback, setting goals, and keeping people on track. So how can you go about conducting them in a way that’s as painless as possible this year? Provisional – one of Coeur d’Alene, Idaho’s top staffing firms – has the answers you need. Here’s a look at a few common mistakes to avoid:

Mistake #1: Not preparing.

You owe it to your employees to invest the time and effort to prepare for each review. If you don’t, the conversation isn’t going to lead to the kind of meaningful insight you need it to. Instead, it’s going to be unstructured and unproductive. That’s why it’s important to prepare for any feedback well ahead of time.

Mistake #2: Not telling the employee until the last minute.

Employees should know in advance when their review will take place. In addition, you should create an agenda outlining the areas to be discussed, so they can fully prepare ahead of time, too. This will not only give them a chance to get ready mentally, but also think through any issues, questions or areas they’d like to discuss with you.

Mistake #3: Giving empty compliments.

Employees don’t want to hear they’re doing a good job. They want to know that you really liked how they handled the Smith account and you were impressed with their ability to persuade the client to sign on for more services. It’s a big difference and when you give specific feedback, it will do a lot more to motivate and encourage your staff.

Mistake #4: Conducting them once a year.

In reality, you should be keeping tabs on employee performance throughout the entire year. While you might have one, year-end formal review, you should also have many mini-feedback sessions in between. That way, employees are always clear on expectations, where they stand, and won’t have a chance to get too far off track.

Mistake #5: Not having them at all.

This is perhaps the biggest mistake of all. Not having regular performance reviews takes away an opportunity with you to connect with each team member on a personal level, revisit goals and expectations, and ensure you’re both on the same page. In terms of the big picture, it can also provide employees a time in which to discuss career development and advancement, which can go a long way in retaining them.

Need help hiring great performers for your team?

Call Provisional. As one of Coeur d’Alene, Idaho’s top staffing firms, we can help you source, screen, evaluate and hire the high-level people you need, so you can build the strongest team possible. Contact us today to learn more.

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