Three Steps to a great Performance Dialogue

Three Steps to a great Performance Dialogue

In general people tend to think that it is the person in the performance review ‘hot seat’ that has a lot on his or her mind since an entire year’s worth of work is going to be scrutinized and judged in a few minutes. But this is far from the truth. The manager who has to conduct the performance review of the employee also carries a significant weight on his shoulders. In an employee performance review situation, the review manager acts as the representative emissary of the company. He bears the burden of proving to the company that the employee being reviewed can be considered reliable, further invested in or even retained with the company. This can be a daunting task depending on various factors. However there are several things a review manager can do to have an efficient Performance Dialogue:

  1. Department/Company Expectations – Understanding exactly what is expected of this employee’s job and role is probably the best place to start in a conventional performance review. Beginning with this basic in mind will help gauge if the employee is doing justice to the role he or she was appointed for. Sometimes the actual performance of an employee may vary drastically from the credentials of his or her resume upon which their hiring was based. If there is such a gap, it is the review manager’s job to ensure it continues to shrink.
  2. Potential for Investment – The review manager also has the task of scrutinizing the employee’s capabilities with additional responsibilities. In today’s competitive market, industries want to reap the maximum benefit from the smallest ‘penny’ invested. And this ideology bleeds down all the way to the lowest employee on the totem pole. If the employee cannot do a little more than the job he was appointed for, he is too expensive to keep.
  3. Minimizing Deficiencies – The hardest part of a performance review, even for the manager facilitating it, is scrutinizing the employee’s job performance for flaws or deficiencies. Even the smallest errors on the job can cost companies in the long run if not immediately. And so the name of the game then is ‘damage control’. Identifying the problems, coming up with a solution and making ways to execute it flawlessly is what this stage is all about.

 Performance Appraisal Training is an important endeavour that every company must judiciously look into for the careful gauging and analysis of their health through reviewing their individual employees’ performances. Companies of all caliber, including Fortune 500 companies understand the significance of adapting to make this happen: Make Performance Appraisals Change Friendly

For more information on conducting efficient performance appraisals, refer to these articles:

  1. Performance Appraisals that Works!
  2. Proactive Performance Analysis

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