Performance Review Best Practices: Customization
The performance review is a nerve-wracking ceremony for both the employee and supervisor involved. It is important to develop clear reviewing criteria for each employee. Grading an entry-level employee who has been at your company for six months on their leadership ability is probably a mistake. However, the new head of business development would be the perfect candidate for that kind of review. So lets talk about some performance review best practices to deal with these differences?
Sadly for a lot of companies, there are one (maybe two) preset reviews that are given to every employee. This stunts the experience and cheapens the information an employee can learn from a good review, we want the employee to learn and grow, not be confused by why they are getting a neutral score in “Group Leadership” when they work alone in a cramped basement boiler room sorting mail.
(Do NOT take performance review advice from Batman!)
With an HR integrated system that exercises a fully customizable performance review software, you can tailor each review to specific employees. This allows you to choose the competencies on which to grade an employee at any time. Now you can build and save your own review templates pre-built for different scenarios, such as job title and length of service.
Some competencies should be standardized so there is continuity over the (hopefully) many years the employee is being reviewed. Thing such as company core values and character traits (teamwork, self-improvement, problem-solving, safety).
Alternatively, some things should be specialized for different kinds of employees, such as specific productivity metrics and technical expertise in specific fields.
It is important to have some consistency in standards as employees advance. There should be job-specific performance standards that tie directly to how an employee’s contribution impacts overall key performance indicators of the company.
Through customization, we can better communicate with our employees because at the end of the day the review is to build competencies not to scare and confuse.
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3 best practices for effective employee performance reviews
