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Effective performance reviews require open communication, constructive feedback, goal setting, and informed managers. The Management by Objectives (MBO) method is a common appraisal approach.
Conducting and conducting an objective performance review is a simple process if you follow a few simple guidelines. Regardless of the evaluation method used, there must be an atmosphere that encourages discussion between the two parties. The type of feedback provided and the intent of that feedback are also important in conducting an objective performance appraisal. Goal setting will help both the manager and the employee determine an employee’s future direction and performance. Above all, the manager who facilitates the performance review must come to the meeting well informed.
One of the most critical factors in conducting an objective performance appraisal is open communication between the manager and the reporting employee. An employee who feels that a manager struggles to be open and honest is likely to be more confident when considering the positive and negative details of a performance review. Likewise, when open and honest discussion is encouraged, the atmosphere in the meeting is more relaxed and an employee is more likely to provide an honest and accurate assessment of their own job performance. Research also shows that employees who feel they can speak freely and openly about their job performance are more likely to feel satisfied with the results of a job evaluation.
When conducting a performance review, help the employee understand that any negative comments or comments are only brought up to address any challenges and improve future job performance. Employees who are able to recognize constructive criticism and use the information to improve will be less apprehensive about an already tense and anxious situation. Conducting a successful performance review depends on the manager’s ability to assure an employee that the review is intended only as helpful and constructive.
Helping an employee set goals for future performance is also essential to providing an objective assessment of performance. All employees should have some sort of set goals regarding time and efforts spent on a company or business. Goals help employees be motivated, work more efficiently, focus their attention, and strive to do their jobs better. Managers are an integral part of helping employees set and meet established goals. Pre-established goals help ensure an objective assessment of performance, using the goals as a performance standard.
There are several objective performance appraisal methods. The Management by Objectives (MBO) performance appraisal represents a method of evaluating an employee’s performance against a predetermined set of job objectives. Different objectives for a particular position or job are first established together in a meeting between a manager and an employee. Variations on the MBO are one of the most common types of performance appraisals.
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