Job Performance Reviews: Enhancing Employee Engagement

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By Koleen Singerline

Now that business is stabilizing, I’m finding that things are getting back to almost normal levels and we are actually returning to job performance reviews. Many companies put them off during the recession due to fear of employees' reactions, inability to offer raises or failure to see any positive impact. If your company has been putting them off, now might be a good time to reconsider, plan and execute.

There are varying opinions on the value or validity of job performance reviews.  A recent survey of employees by Harris Interactive found that only less than half (45%) of employed U.S. adults who have received performance review admitted that the feedback that they received was a fair and accurate representation of their performance.

Yet despite this perceived lack of fairness or accuracy, a survey by Cornerstone found that performance reviews can have a positive effect.  The survey revealed that half (50%) of employed U.S. adults actually feel more valued by their company when they receive a performance review that is focused on helping them succeed in their role.  Performance reviews could be a factor in encouraging employee engagement.  A key part of workforce management is laying out goals and helping employees understand if they are reaching those company expectations.  A well-executed employee review could help you accomplish this.

Here are key steps you can achieve with a performance review:

1. Defining and clarifying objectives and goals

2. Counseling employees to achieve high performance

3. Identify training needs for employees

4. Setting organizational goals and vision and aligning employees to meet them

5. Career and succession planning

The performance review is a step in their model of workforce management.

As you are planning for the new year, take the time to clearly outline your company goals as well as the goals for each employee.  This will help you focus each review on the issues that will help drive productivity. Do not think in terms of an “annual” review.  In today’s constantly shifting economy, you may want to plan for quarterly reviews to ensure you are on track.

If you find yourself in an employee review like the one below, or making some of these comments about your employees, skip the review and plan for the exit interview.

Real employee performance review comments:

• His men would follow him anywhere, but only out of curiosity.

• He has carried out each and every one of his duties to his entire satisfaction.

• Technically sound, but socially impossible.

• This young lady has delusions of adequacy.

• Since my last report he has reached rock bottom, and has started to dig.

• She sets low personal standards and then consistently fails to achieve them.

• He has the wisdom of youth, and the energy of old age.

• This man is depriving a village somewhere of an idiot.