Annual Reviews and Compensation |
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Annual Reviews and Compensation |
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Reviews and CompensationAfter a year of working hard, employees need to look forward to having their efforts recognized. In terms of the content of the performance appraisal, a.k.a "the review", it is imperative that the person writing such an important document be qualified to do so. Sometimes, personnel changes make it so that new characters get thrown into the role of writing or even administering reviews. This unfortunate occurrence can really affect morale, as twelve months or good performance can be easily replaced by subjective judgments. In order to avoid a disastrous interaction during a performance appraisal, supervisors, assuming they have managed the individual throughout the year should avoid surprises. Specially with negative behaviors that need to be corrected, provide immediate feedback. In addition, it is important to schedule and keep one-on-one sessions where current issues (good and bad) can be discussed and documented. When delivering the review, make sure you are prepared with all the relevant performance documents. This is particularly important if the appraisal is less than faltering for the employee. Remember: document, document, document. Another key to a good meeting is to make sure the entire discussion does not turn into laundry list of bad behaviors. Unfortunately, and for some strange reason, supervisors have a good memory for recalling mishaps, but are less effective when trying to remember good performance. Remember to keep feedback balanced between positive and negative comments. It is imperative to give employees ample time to discuss their own concerns and to elaborate on any negative items covered during the review. Monopolizing the conversation is not only a form of disrespect for the employees feeling and concerns, but also deters from a truly effective interaction with the employee. Remember, employee performance is a reflection of your management skills. Give them a chance to review you as well, even if informally. Finally, when it gets to the money (The only reason most people care about the review), avoid surprises. This last item is usually out of supervisor's hands as budgets get set without their involvement. However, make sure that your comments during the review are reflected in the new compensation. There are few things more demotivational than knowing that a glowing review and a horrible one result in the same, or near same, merit increase. |
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REFERENCE: CARTOON # 89 |
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