Conducting a performance review that is good, efficient, and effective starts with expectations that are clear in terms of the reasons why it is being done. One good reason would be for the annual employee evaluation where rewards, promotions, and bonuses are based on the performances of the organization and the individual. The supervisor, even prior to the actual performance evaluation itself, may do this by making regular reviews and observations, and documenting employee behavior or encounters wherein an employee was given big and challenging tasks.
The information and observations gathered are also valuable in evaluating if the employee is already a candidate for promotion. Another reason would be to render information that is useful for the career growth, development, and improvement of an employee. But to be able to effectively do that and get much better results, the performance review must first be grounded in trust, honesty, and respect.
Each and every one of the employees is unique, having individual differences in terms of skills, knowledge, abilities and the like. Because of this, the managers and employees should clarify and set performance expectations. By doing this, the supervisor can measure the effectiveness of the employees. Conducting a performance review provides an on-going series of discussions between the supervisor and the employee, having the following expectations:
1. The role of the supervisor being an objective judge of the employee’s performance and ability to coach the employee in achieving better results.
2. Ownership of results by the employee.
3. A two-way feedback system where the employee is given the chance to analyze his/her strengths and weaknesses.
4. To share the conceptualization or development of future visions and goals.
Conducting a performance review gives the employee and the supervisor the chance to discuss what happened in the past, its results, and the knowledge gained from each event. The content of the review is about what to retain from the successes of the past and what to alter or change for the future in order to accomplish the best possible results. With common or mutual understanding of both the expectations and the desired results and outcomes, the employee and the supervisor can create shared values leading to greater chances of success and improvement in their respective sectors, adding and aiding the organization towards the achievement of its vision.