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Download a Sample Employee Review Employee reviews are not the business equivalent of a root canal. At least, they shouldn’t be. Employee reviews should be an important tool which can help managers monitor employee performance. There are certain essential points that need to be covered in a review, points which are the same in nearly every industry, like meeting attendance requirements, quality of work, demonstrating required skills and knowledge for the job. The key is not to let the process get bogged down.

How to do them

Reviews need to be done in the most effective yet condensed way. The longer the review, the lower the chance it will be completed on time, if at all. However, remember the purpose of the review. You are trying to make better employees and a better company, so take your time and listen.

It is also very important to set goals and objectives for employees, even in reviews. If a previous review has been given, briefly describe the progress of the set goals from the previous review. Make sure you praise the areas of greatest improvement. If this is a first review, set goals for the future and review them with your employee. Make sure he/she understands the reason for your company’s goals and values. Follow the goals with discussion of a list of the employee’s biggest strengths or achievements and the areas that need improvement. Make sure you explain your reasoning in each step. It is important for people to understand your goals in order to share them. Remember that as the manager it is your job to make their duties clear to them.

Self-Appraisal is Key

Encourage your people to complete a self-appraisal. This is an important element in any employee review. Often you can learn the difference between how they see their role in the company and how the company sees that role.

When to do them

Employee reviews should always be completed at the end of the first 90-days of employment. After that, once or twice a year is sufficient. There are some exceptions, however. If the company goes through huge changes in a short time, it’s good to consider a review. For instance, if the company moves, is bought, grows or shrinks rapidly, consider a review. These are major changes for employees and a review can produce valuable feedback.

Why do them

Reviews are important! Many employees may not know how their supervisors feel about their performance. Unfortunately, reviews take time and are too often forgotten by managers. Don’t let it happen. Reviews are a chance to teach and learn.

Make or Break

The 90-day is one of the most important reviews for many companies. 90 days is traditionally the point where you basically decide to keep the best and lose the rest who may not be a good fit. Usually after this point you begin to make commitments to your people in the form of health care, 401k’s and the like, so this is an important time. Hopefully you’ve been paying attention and getting feedback from their supervisors on your new people. The next step is a big one, so pay attention.

Yearly pay increases:

Before any scheduled pay increase, schedule performance evaluations. Pay increases remain at the discretion of management, based on each employee’s performance evaluation. If a pay increase is denied, the employee will remain at their current rate of pay until their next evaluation date, at which time, the process will repeat. The following items are some of the factors that will establish the basis of such decisions:

• Company work requirements
• Employees’ performances, attitudes, abilities, experience, and skill
• Employees’ past performance history
• Employees’ potential for reassignment within the organization
• Length of employment
• Work performance
• Attitude

In addition to regular reviews, evaluation and correction will be made at anytime the company finds fault in work performance, conduct, or attitude of an employee. Reviews should never be a total surprise for an employee either positive or negative. Training, coaching, feedback and evaluation should be an on going practice by all managers all the time ”not just at review time.

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