Whether you’re a manager or an employee, many of us approach performance reviews in one of two ways: dread or ambivalence (in fact, research shows less than a quarter of employees find them ‘very valuable’). Oftentimes, they’re something to complete or check off a to-do list. What they could and should be; however, is a valuable resource in employee development, retention and even recruiting.performance reviews

Performance reviews offer an excellent opportunity!

Make 2017 the year your organization gets real value out of performance reviews. Keep these four tips in mind >>


  • Get employee input. Performance reviews shouldn’t be a one-way street. Prior to completing your review and scheduling a meeting, ask your employees what they hope to get from their performance reviews. Instead of shooting in the dark and guessing at what should be covered, both you and your employees will enter into the process with solid expectations. And when you’re able to integrate career development or constructive feedback in a way that benefits the employee, the results of your performance reviews are likely to be even more impactful on your organization.
  • Give examples. “You’re doing a great job,” isn’t valuable feedback during performance reviews. Although it’s likely appreciated, vague generalities provide little to know value to your employees. What are they doing right? What opportunities exist to raise the bar a little? Where could they use some help or development? Get specific and give specific examples to your team. And don’t just leave them with the examples – make suggestions for ways to up the ante further, to improve on areas that need a little work, or to stay at expectations for the coming year.
  • Always leave with next steps. Performance reviews should never end with feedback. Prior to each meeting, you (and any relevant managers/HR personnel) should have outlined specific next steps for each employee. Those could include some of the suggestions mentioned in the 3rd bullet above. Or it could include other steps or elements to help contribute to more success for employees (and your organization) in the future.
  • Don’t look at it as the end. While the performance review process may be completed once the feedback and next steps have been delivered, this is where the real work begins. You’ve given your team concrete steps they can take to improve their performance and reach their goals in the upcoming year. It’s your job to be sure they have the ongoing support, tools and feedback needed to stay on track. We’ve all read a book or left a workshop or meeting feeling excited to implement what we’ve learned. But oftentimes, we fall right back into our old habits. YOU are the missing piece to ensure your team stays on track and continues to grow and achieve. Monthly or even weekly one-on-one meetings are just one way managers can help their team stay on track (they can also help head off any issues that could affect retention down the road). Even 15 minutes a week is enough time to keep things moving forward.

Performance reviews are a valuable tool for assessing and retaining your top talent. When it comes to finding top Salesforce talent, it pays to work with a specialized Salesforce recruiting partner like Tech2. Call me directly at 919-569-5529 or contact us through our website to learn more.


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