Performance Reviews

 The performance review is a summary of the ongoing feedback the employee has received throughout the specified time period and working with them on their goals for the future.  It is not just retrospective, looking behind; it is future focused for the employee and the organization.  Avoid “going through the motions”.

Importance of Performance Reviews  Gives an employee a summary of how they have performed and goals for the future.  Provides clear and objective feedback based on organizational and employee goals.  Stating the areas the employee needs to improve in and whether they are meeting the expectations of the position.  Is a written record of employee performance.

What to do before the Performance Review  Have frequent conversations with your employees on their goals, their performance.  Train supervisors in Performance Reviews.  Make certain that supervisors understand rating employees equitably, i.e. those that rate higher vs. those that rate lower.  Discuss the halo/horn effect and how to avoid it.

What to do before the Performance Review  Communicate the Performance Review process to all employees and how it relates to their compensation.  Do this frequently so it is understood.  Let employee know that the performance review is coming up and ask them to put together areas they would like to discuss.

During the Performance Review  Go over each of the areas with the employee in a conversational manner, asking them if they have any questions and listening to their feedback throughout the process.  Give thorough examples in addition to what is written on the review to give the employee a good understanding of what is being communicated to them.  Focus on strengths.  Do not ignore the areas they can improve upon; they won’t know unless they are told. Do not give the areas of improvement sandwiched between the strengths.

During the Performance Review  Go over the goals together with input from the employee.  Describe how the goals are in line with the organizational goals.  Touch upon these goals throughout the year.

Examples of Verbiage used in Performance Reviews  “Employee name takes great x-rays and is very proficient at removing calculus and doing oral hygiene. Her scaling and tissue management is very good, is excellent with triaging and charting”. This is very specific, lets employee know exactly what they are doing well.  “Employee Name takes pride in accuracy and always makes an effort to improve her work. She has worked diligently over the past year to try to improve audit scores” Shows an area that has been improved upon.  Excellent book “Perfect Phrases for Performance Reviews” available on SHRM and other sites.

After the Performance Review  Commit to employee development.  Continue to work with employee throughout the year on their performance and their goals.  Get the employees opinion and thoughts on the performance review process.

Final Thoughts  Performance Reviews are often used in legal actions. Do not let this influence whether you have performance reviews with your employees, do not hesitate to use them, be honest with assessment.  If it is not written, it did not occur.  Again, the Performance Review is a summary of their performance throughout the time frame and their goals, be honest, respectful so the employee trusts the system.