Employers and employees alike can benefit from a comprehensive performance review. This is a time where they can both sit down and discuss how they’re doing, what they can improve on, and their goals for the future. The staffing industry can be a challenging one, and these meetings are a perfect time to touch base with your employees to ensure they have the resources they need to be successful in their roles. In this series of articles, we’ll dive deeper into how to lead a successful performance review meeting. Most importantly, don’t forget to protect your firm with a comprehensive Staffing EPLI policy.
Use your time wisely.
A performance review shouldn’t be the first time your employee is hearing about the great things he or she is accomplishing and the things that can be improved on. Remember, effective managers do this on a regular basis. An annual review should highlight these recommendations and reiterate the employee’s standing.
Set goals and monitor progress.
Without written and documented goals, you and your employee won’t know where they’re headed. Write down a set of achievable goals within the company with a job plan. Outline expectations and have the employee sign it so that you know everyone is on the same page.
According to The Balance, describe exactly what you’re looking for from the employee and exactly how you will assess the performance. Discuss with the employee his or her role in the evaluation process. If your organization’s performance review process includes an employee self-evaluation, share the form and talk about what self-evaluation entails. Make sure that you also share the performance review format with the employee, so he or she is not surprised at the end of the performance review time period. A significant component of this evaluation discussion is to share with the employee how your organization will assess performance. In addition, discuss the consequences and perks that are associated with failing to meet the job goals and exceeding them.
Come prepared.
Have notes, feedback from colleagues and managers, and a detailed job plan to share with the employee during the evaluation. Experts also recommend writing down all the points you wish to discuss with the employee during your time to ensure efficiency.
About World Wide
For the last 50 years, World Wide Specialty Programs has dedicated itself to providing the optimal products and solutions for the staffing industry. As the only insurance firm to be an ASA commercial liability partner, we are committed to that partnership and committed to using our knowledge of the industry to provide staffing firms with the best possible coverage. For more information about Staffing Professional Liability Insurance or any other coverage we have available to protect your staffing business, give us a call at (800) 245-9653 to speak with one of our representatives.