How to Conduct Great Performance Reviews
Why Staff Members Hate Performance Evaluations
No one enjoys a performance review when the boss:
● Emphasizes other matters over productivity, positive behavior and improvement.
● Fails to listen and understand the challenges faced by the staff member.
● Is critical, finds fault and places blame.
● Is superficial and fails to address problems.
● Shocks the employee by accusing him or her of poor behavior based on rumors.
● Ends the evaluation meeting with bad feelings.
Benefits of a Great Performance Review
● Your A- and B-Performers feel motivated and focused. They get a clear understanding of your practice goals and how they fit into the practice’s future. They also learn how they can improve on a day-to-day basis to reach important performance targets.
● You learn the successes of your people, the improvements they want for themselves and for the practice, and the challenges they face each day.
● You resolve disagreements, establish task priorities and work out agreements for the future.
How to Conduct a Great Performance Review
You can now download a copy of our 11-page client guideline at no charge. You can follow these steps to conduct productive performance reviews.
Complete the form below for a free, instant download. Use the guideline to improve your staff’s performance starting this week!