A while back, we told you how to master “The Art of the Performance Review,” because it’s truly an art, not a science. But every now and again, there are hard and fast rule that simply must be followed. And we’ve found a few to add to your performance review “to do and not to do” folder.
Jeff Haden over at Inc. brings us “Employee Performance Reviews: 8 Things Not to Say.” Our favorite of the 8 things is this gem:
Don’t only provide recent examples.
If you’re evaluating performance over the past year, make sure you have examples that reflect the entire year. (That’s especially important if the employee did great things early in the evaluation term; he’ll appreciate that you remember all his contributions.)
Evaluations are designed to inform as well as motivate, so providing “older” examples helps employees focus on performing well year-round instead of just in the few months before their next evaluation.
This is one of the cardinal rules of performance reviews. Maybe you produced a huge event 3 months ago, or completed the largest project of your career 4 months back. But what have you done since then? It’s easy to focus on the biggest thing that happened in the last year, but what you’re doing day-to-day is sometimes more influential.