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This question is about how to conduct a performance review.
How to write a review for an employee
To write a review for an employee you should go over the employee's job description, pinpoint areas where improvements can be made, and detail the strengths and weaknesses of the employee. Here are some details on each of these steps and others you can take to write a successful review for an employee:
Go over the employee's job description
By reviewing the employee's job description you can find the required skills, duties, and objectives of the role. This can give you a strong foundation of information you can use to reflect upon your job performance. You should also try to understand how well they are collaborating with other team members in similar roles or those they frequently work with.
Review relevant performance records
Going over status reports related to the employee's position can be extremely helpful to prepare for a performance review. Many companies do weekly or monthly status reports to keep up with employees' progress and struggles. Try to hone in on milestones, accomplishments, and challenges. Here are some options for this step:
Review any previous performance evaluations the employee has been through
Review any performance records associated with teams or departments the employee is a part of to see how they are contributing to the overall picture
Keeping detailed employee performance records is a huge benefit to companies, it helps them gauge progress concerning employees in the short and long-term.
Pin-point areas where improvements can be made
Consider how your employees have progressed throughout the last review period. Find the areas where improvements can be made and devise forms of delivery for constructive criticisms and the work that must be done towards achieving new goals, objectives, or standards.
Detail the strengths and weaknesses of the employee
Using prior performance reviews, employee evaluations, and job descriptions, create a list of the employee's strengths and weaknesses from these documents. While you always want your employees to progress, you should also validate them for accomplishments and areas where they are clearly excelling.
Set new actionable objectives and goals
Actionable objectives and goals help your employees to plan for the period ahead. This gives them the opportunity to improve their performance in measurable ways and also helps them to advance their own careers, as well as the goals of your company. Many organizations use the SMART method for this practice. SMART goals refer to;
Specific
Measurable
Actionable
Relevant
Time-based
These are the components of the objectives and goals you should set with your employees to get the most out of their performance going forward.
Give constructive feedback
Most employees are going to have areas where they need to improve and skills they need to either develop or hone. Try to keep all feedback constructive. This should not be viewed as a hostile or reprimanding procedure. Remember, you are a mentor to your employees, so it is important for you to help guide them toward the ways they can improve.
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