How should I review employees?
Employee reviews should be an instructive meeting for both parties. Employee reviews, sometimes called employees' evaluation , should not be intimidating either for employees or employers. But for many people, it is exactly how they are perceived. The most common mistake in carrying out employees is a timetable. How many times a year do you perform reviews will play an important factor. Many companies do not have a set time scale. Employees sometimes find e -mail, which appears in their delivered mail, which informs them that the current week will be a week of checking the performance of employees. In this way, employees will not be hit by sudden fear of review later in the week. You will also provide employees for adequate preparation for inspection.
Next, decide how many times a year you want employee reviews to take place. Some companies reviewIt only once a year and for some large companies it has been all the time. However, many companies are carried out by mini, informal employees reviews once or twice a year before the date of review of employees. This has the advantage of limiting the formal review time. Some reviews that take place once a year have been known to take up to two hours because both sides have something to say.
Mini reviews of employees also provide managers or human resources a chance to get to know the employees better. They also show that management takes care of employees' views and takes them seriously. Employee reviews are not just a place to negotiate salaries. Discussions about working conditions, future prospects within the company and any problems that Aptear on both sides should be held.
Once the time stages are decided, the next step is to create a list of points to be listed. These should not be limited to the points that the person performsReview. Employees should have a chance of self -evaluation. Self-evaluation can be provided to the manager before reviewing. This allows time to explore any points that the employee wants to be covered with greater depth.
Do not add a list of questions involved in employees' reviews. Many managers try to cover everything in one review. Therefore, mini reviews are useful. Too much time spent at one point can lead employees review in the wrong direction and may take too much time.
There are many software packages that cover different aspects. The software can also act as a template on which it keeps records of employees.
Above all, keep a review of the semifinals. There should be no inlet connected on both sides. In this way, the review will be beneficial and even a pleasant time. The importance of ongoing reviews cannot be sufficiently emphasized. Should –li be between an employee and the employer created a good working relationship, probEmployee reviews are a necessity.