How To Follow Up After Performance Reviews

Mary Joseph
Mary Joseph July 5, 2023
Updated 2023/07/23 at 2:35 PM
How To Follow Up After Performance Reviews

Providing regular performance evaluations is a beneficial method for evaluating and enhancing the performance, skills, and objectives of your employees. Yet, it is insufficient to merely provide feedback and ratings annually.

It is essential to maintain ongoing communication and assistance with your employees following a performance appraisal, guaranteeing their comprehension, acceptance, and implementation of the feedback. Below are some effective strategies for accomplishing this.

Although it is crucial to follow up on performance reviews in person, written follow-up can also be extremely impactful. Email is an excellent medium for providing feedback in writing. It allows you to record your conversation and reinforce your expectations.

This format enables leaders and their employees to synchronize their efforts and enables employees to hold themselves responsible by referring to concrete and easily accessible plans. Your email serves as a valuable reference tool for employees as they strive for improvement.

How To Follow Up After Performance Reviews

Establish SMART Objectives:

Establishing SMART objectives is a crucial result of conducting a performance evaluation for your staff members. The acronym SMART represents Specific, Measurable, Achievable, Relevant, and Time-bound. It is important to ensure that these objectives are in line with your company’s vision, mission, and strategy, as well as your employees’ capabilities, passions, and growth requirements.

Additionally, involving your employees in both setting and evaluating these goals is essential, as it fosters a sense of ownership and responsibility for their individual performance.

Offer Coaching:

Offering consistent coaching is an additional approach to continue assisting and backing your staff members following a performance evaluation. Coaching involves the act of guiding, motivating, and pushing your employees towards accomplishing their objectives and enhancing their abilities.

You can engage in coaching by posing open-ended inquiries, actively listening, providing constructive input, acknowledging accomplishments, and providing resources and assistance. It is advisable to arrange regular coaching sessions, ideally on a monthly or quarterly basis, in order to track progress, tackle obstacles, and commemorate achievements.

Promote The Exchange Of Feedback Among Peers:

An additional strategy to reinforce and assist your employees after a performance evaluation is to promote the exchange of feedback among peers. Peer feedback refers to input provided by colleagues, customers, or other individuals who collaborate with or benefit from your employees’ work.

By encouraging peer feedback, you can enhance the feedback process by incorporating diverse viewpoints, valuable insights, and helpful suggestions.

Establishing an environment of trust, respect, and teamwork within your team, utilizing tools like 360-degree feedback surveys, or arranging peer review sessions or workshops can facilitate the implementation of peer feedback.

Encourage The Growth Of Your Employees:

Another approach to continuing support and assisting your employees following a performance appraisal is to encourage the growth of their knowledge and skills. These growth opportunities encompass various activities and resources aimed at helping employees acquire new knowledge, enhance their abilities, and develop relevant competencies aligned with their objectives and performance.

Such opportunities can include formal training courses, online classes, webinars, podcasts, books, articles, mentoring initiatives, job shadowing experiences, or involvement in cross-functional projects. It is essential to identify and suggest learning opportunities that align with your employees’ specific needs, preferences, and availability. Furthermore, motivate them to share their acquired knowledge and skills and apply them effectively in their work.

Acknowledge And Compensate Accomplishments:

One additional suggestion for effectively following up with and supporting your employees after a performance evaluation is to acknowledge and compensate for their achievements. Acknowledging and compensating performance serves as a means of expressing gratitude, encouragement, and reinforcement for the progress, dedication, and enhancements demonstrated by your employees.

Various methods can be employed to acknowledge and compensate performance, including offering verbal or written commendations, sending appreciative notes or emails, presenting certificates or badges, providing incentives or bonuses, and furnishing opportunities for career advancement.

It is essential to ensure that your system of recognition and compensation is impartial, transparent, and consistent and that it aligns with the values and culture of your organization.

Request Input From Employees:

An additional method to continue the support and engagement of your employees following a performance appraisal is to request feedback from them. Requesting feedback from your employees demonstrates respect, trust, and a willingness to hear their opinions, emotions, and ideas.

You can ask your employees about their experience with the performance appraisal process, inquire about their preferences or criticisms, find out what they gained from it, and determine what support they require to enhance their performance.

It is important to attentively listen to their feedback, acknowledge any concerns or grievances they express, and take action based on their suggestions or requests.

Emphasize Active Listening:

While conventional performance reviews and follow-up sessions have typically been viewed as opportunities for you to express your thoughts, opinions, and views, they also present an excellent chance for you to actively listen to your employees.

Grant them access to your notes, all the relevant data, and documented information. Seek their feedback on the established goals and their perception of progress. Inquire about the areas they wish to see improvement for their own growth.

Remember that your thoughts and opinions are not the sole ones that hold significance; it’s vital to make your employees feel included in the process. This is not a time to be authoritarian; it’s a time to be a collaborative partner.

Additionally, this presents a valuable opportunity to understand the reasons behind their struggles in specific areas. You can uncover personal or job-related factors that might hinder their success. By extending support beyond the conventional recommendations, you might be able to assist your employees in a manner that leads to remarkable outcomes.

 Ensure Continuous Communication:

As the requirements of employees and businesses are in constant flux, it is essential for managers to stay updated with these developments. Aim to comprehend the factors that affect each employee’s performance, whether they are positive or negative.

Regularly engaging with employees provides an unbiased perspective on their current situation. Demonstrate a genuine interest in their achievements to foster a strong connection and establish trust.

Conclusion:

It can be tempting to focus solely on identifying underperformance, becoming a manager who is more concerned with documenting mistakes rather than fostering achievements. However, your true effectiveness as a manager lies in your capacity to support your employees during challenging times and offer them the necessary guidance and feedback for their success.

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