Most common performance review mistake
July 7, 2008 by Sam NarisiPosted in: Entry level recruiting, Latest News & Views
Performance reviews are a necessary management tool — especially for recent hires. Why do a lot of them fail to achieve the desired result?
There are many reasons, but here’s one way your managers can make sure reviews are more successful:
Keep the performance review and compensation discussion separate.
These two things often go hand in hand, but the review should be fully completed before salary is discussed. If not:
- the employee might get overly defensive, rather than take responsibility for his or her work, and
- he or she might start making statements like, “I’ll do more … if you pay me more.”
But if the review is finished before the pay discussion, employees will be more receptive to the manager’s critique.
Tags: compensation, performance reviews, salary
July 8th, 2008 at 1:29 am
It has always amazed and befuddled me why anyone would be suprised during a formal performance review. Sure, we have to do them to comply with policy XYZ but a good manager or supervisor’s people will know where the stand every day. No hidden surprises or bushwacking. Here’s a hint; If a supervisor’s subordinates are continually shocked or upset over a performance review, it’s time to give the supervisor a ‘review’.