5 Ways to Make Your Employee Review Process Better

The annual employee performance review process probably causes you more anxiety than your employees, regardless of whether you are a manager or one of your company’s outstanding HR representatives. Managers spend 210 hours annually on best practices for performance reviews. 

Some managers fail to realize that employee evaluations do not need to be the stereotypical, standardized, stale, and possibly awkward (or difficult) conversations that they are usually viewed as. Based on research, we’ve compiled a list of actionable best practices for PMS in HR so that you and your direct reports can best manage and motivate your staff members.

Whether a small organization or a large one, reviewing employee performance is essential, this is primarily because it’s the best way of tracking and analyzing your employees’ performance, results, and contribution to company success. 

Using the following five steps, you can make the process easier for yourself and your employees:

Behavior reviews more frequently than once a year.

Companies often fail to hold reviews frequently enough, which is one of their mistakes. Unless you have regular review time, it’s unlikely you’ll be able to track your progress accurately. Think back to your priorities a year ago, and they probably differ quite a bit from your priorities now. 

When conducting biannual or quarterly reviews, everyone is allowed to adjust their expectations and priorities. Reviewing employees more frequently can also reduce some of the anxiety around employee performance evaluations. Employees and managers alike should feel comfortable taking their pulse regularly.

To begin with, make sure your manager knows it is ok to ask for performance feedback if it’s not in their nature to do so. It’s essential for your career advancement. Among the top five most important aspects of job satisfaction for employees, according to the SHRM Job Satisfaction and Engagement research report, were communication with senior management and their relationship with supervisors. Thus, you aren’t alone in your desire to communicate with your manager. It’s time to discuss your performance with your manager instead of waiting for the annual review.

Tell your manager you would like to schedule monthly or every other month 30-minute meetings for discussion of your performance and current priorities. This will enable you to understand what your manager expects of you and how you perform from their viewpoint. PMS in HR is essential if you are new to the organization.

Provide advance notice to employees and solicit their feedback

You may wonder whether your performance corresponds to your goals and if you are performing your duties adequately. Whenever you ask for feedback, you should do so courteous, professional, and beneficial.

The workplace is commonplace for asking for feedback, and it shouldn’t be too difficult if you follow the proper steps.

Gaining valuable feedback is an excellent way to develop professionally and personally. If you wish to maximize the opportunity, you should prepare in advance by reflecting on the specific skills or areas you aspire to improve.

When you have an idea, you can move forward by asking for feedback from another colleague as follows:

  • Choose an appropriate time to ask.
  • Set up a time to meet.
  • Prepare your questions in advance.
  • Make a note.
  • Take note of the feedback and determine how you can improve.
  • Say thank you.
  • Ask for feedback regularly.

Setting Goals and Strategies

Now that you have finished preparing the performance review reports, it is time to relax. Next, what should you do? Most managers do not address this question. Instead, you should do something about your employees’ weaknesses. Instead, establish an effective follow-up plan that would enable employees to evaluate themselves, maintain their strengths, and work on improving their weaknesses.

How to Write and Present a Performance Review - SlideModel

Setting goals is an essential aspect of performance. Every employee should be involved in developing their individual goals and understand how these goals relate to the team’s goals and the overall company goals. An individual’s most robust performance will be determined by how much they connect with and invest in their goals. To adjust and correct goals, they need to be measured continuously. Throughout the year, new goals can also be set if necessary.

Automate the process


There is a challenge for many companies to complete their performance reviews, communicate what is expected from their employees, and ensure they are accountable for their results and performances. Automating the process and the content of performance reviews is the most effective way to increase participation and completion of reviews on time.

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With a performance review system, an employee can track progress, align personal goals with company objectives, and align personal goals with company objectives. As a result, employees can easily understand how they contribute to the business’s success, which increases their productivity and effectiveness. As a manager, you can tailor your coaching to account for the feedback and development points you collect during the process. This will help your direct reports understand how their work is evaluated, which, in turn, will help reduce employee turnover. Last but not least, an automated employee performance system will help ensure the review process is genuine and will make managers and employees more accountable.

You can enhance employee performance and productivity by automating the employee performance review process.

Reveal any negative feedback ahead of time

Most employees would likely prefer to avoid being blindsided by a negative review. If employees have not had time to collect their thoughts and explain themselves, it can feel humiliating and like they are being attacked. 

Standard practice should be sending a performance improvement plan (PIP) to employees before conducting their in-person performance review. In addition to outlining why the manager has created this plan, what the manager expects of the employee over the next few months, and whether this will affect the employee’s job or compensation in the future, this document should also provide the employee with the manager’s expectations. 

If it’s not already part of your process, it can hugely affect morale. It’s one of the most important things to build and maintain respect between managers and employees.

A company’s success needs to make its employees’ work experience more productive, enjoyable, and conducive to their performance.

Your company will be in a much better position when it comes time to evaluate performance if you keep all of these tips. You never know – your employees may even look forward to receiving this essential feedback. As employees are essential for a company’s growth, you as an organization should be concerned with their productive efforts and consider them as a liability.
That’s why Beehive has bought you Performance Appraisal Software, where you can view their working reports and treat them with a free appraisal. Visit the Beehive website to know more.

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