CIO Insight recently had a slideshow article describing several suggestions for conducting performance reviews. Here are several of the key suggestions:
- Collect information throughout the year. As one of your team members completes tasks, file information about those tasks in a folder or other location that will be easy to find at review time. That will allow you to avoid a recency bias problem when looking at a full 12 months of performance.
- Communicate throughout the year. Make sure to provide feedback throughout the year. Your comments on the performance review should not come as a surprise to the employee; they should all be things that you have discussed previously.
- Gather feedback from a broad range of project managers, customers and peers of the team member so that you are getting a balanced look at the strengths and weaknesses of a particular person.
- Allow the employee to have enough time to fill out the self-assessment portion of the review. The employee should have at least a week to provide feedback.
- Consider the environment for the review. If possible, hold an in-person review in a neutral location, away from email and phone interruptions.
- Walk into the review ready to listen. Ask open-ended questions. Show a real interest in the sorts of progress that the team member wants to make.
- Before the review, make it clear that this will not be a compensation review, just a performance review. Removing money from this discussion will allow a better discussion of employee growth and goals.
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