4 Tips for Taking the Pain Out of Year-End Performance Reviews

November 27th, 2018

That time of the year is upon us: performance reviews. It’s certainly not everyone’s favorite obligation, but when approached right, can be extremely valuable. The trick is, how do you make them easy and painless – and derive value from them? It’s simpler than you might think. Here are a few steps to take from the Houston, Texas headhunters at Murray Resources to help with your next round:

Don’t pass on preparing.

The more you and your employees put into preparing for performance reviews, the more you’ll both get out of them. As the boss, that’s a lot of work depending on the size of your team. However, if you walk into a review without a lot of thought as to goals and expectations, you’re simply wasting everyone’s time. Instead, you owe it to your staff members to make the effort and truly review past performance, thinking through strengths, weaknesses and goals for the future.

Be clear about your expectations.

There’s no need for high and lofty objectives and big-picture strategies when it comes to this conversation. Keep it simple and clear. Let your employees know where they stand. Don’t be vague or sugar coat. Just have a conversation in plain language that outlines what’s working, what’s not and what you need going forward. If your employees leave their reviews uncertain about your expectations, they’re not going to hit your targets.

Keep development top of mind.

Remember, as the manager, it’s your job to ensure your people are learning and growing. That’s why a performance review is a good time to talk about career advancement, general goals and development. Ask your employees what they like about their jobs and what they’d give up. Also talk about where they see themselves in the company in the future. When you take a sincere interest in the careers of your employees, not only will they be stronger for it, but they’ll feel more valued.

Don’t blindside.

If an employee is having major performance issues, don’t wait until a review to bring it up. Instead, this should be dealt with in a timely manner as it’s occurring. If it’s already a known problem, you might bring it up to discuss progress. However, your employee shouldn’t be hearing about it for the first time in a review. This will throw the conversation completely off track and away from overall performance.

As Houston, Texas headhunters, Murray Resources knows that organizations take all different kinds of approaches when it comes to conducting performance reviews. Whatever your’s looks like, incorporate the tips above and you’ll be well on your way to a less painful and more productive review process.

Need help finding top-quality performers for your team in 2019?

Call the Houston, Texas headhunters at Murray Resources. We’re the local source for high-quality talent, quickly. We’ll learn about your goals and needs, source top-fit talent, and help you make the best hiring decisions possible for your team. Contact us today to learn more or get started.

6 Mistakes Managers Make When Giving Feedback

November 9th, 2010

You know that, as a manager, you have to give your employees feedback in order for them to grow and develop into top performers. But, as a Houston staffing agency with lots of experience dealing with people, we know sometimes it can be an awkward prospect – particularly if it’s negative feedback you have to give. Sometimes it’s easier to avoid it altogether, rather than face the unpleasant situation head on. So to make your job of giving feedback a little less painful, we’ve put together a list of six common mistakes to avoid:

  1. Waiting until the performance is well below expectations before speaking up.
  2. Giving feedback only when things go wrong.
  3. Giving negative feedback in front of co-workers.
  4. Criticizing performance without offering recommendations for improvement.
  5. Avoiding annual performance reviews.
  6. Offering generic praise without specific examples.

Offering constructive criticism isn’t always easy. But when you give good feedback, you’ll only stand to benefit in the form of a solid team operating at peak efficiency. With that said, here are some tips to help you give good feedback:

Be proactive.
If you see a performance issue happening, act immediately. The longer you wait, the worse it will get.

Give specific examples.
No one likes to give (or get) negative feedback. But for it to be effective, you have to be clear and state specific examples. So instead of saying something like, “You’re a bad communicator,” consider saying, “I think a lot of the mistakes you make are a result of not asking enough questions at the beginning of each project.”

Make a plan.
Give your employees a plan of action to improve their performance. Be clear about your expectations and the time period within which you want to see a change. Also, be sure to follow up with them.

Offer praise too.
Let your employees know that they are valued. Tell them specifically how their hard work contributed to a happy customer or meeting an organizational goal.

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