Annual Employee Performance Review

For one, it takes time out of a manager's busy day to complete a review. Two, maybe it is because the process is not outlined very well and the manager is uncomfortable with the process. Three, the HR forms might be bit complicated. Or four, the HR forms are not relevant to the position being reviewed.

Many HR annual employee performance review sheets are designed to rate your employee and the specifics kill sets of their job and performance in their field. Some forms have questions or sections that don’t really pertain to their specific job or the review sheet may be too general for their said position.

One sheet I used had safety as a topic, when it was primarily a desk job. (Did I need to make sure they were using the scissors safely? It didn’t really pertain in that situation.) Whatever the case may be, most performance review sheets give you a good insight as to whether your employee is performing in their job or not.

Here is a technique I learned over ten years ago that I use to supplement my HR annual employee review sheet. It is simple. It doesn’t add much time to your review and it enchances the review experience for your employee. I like to start the review with this to open up the conversation, then I go through the HR sheet. Or, if you don’t have a formal sheet, this is a simple way to give an employee review.

Quick Annual Employee Performance Review Steps:

1. Take a blank sheet of paper and fold it into thirds.
2. Write the employee name and date at the top.
3. In the top corner of each of the third section write: STRENGTHS, OPPORTUNITIES, & GOALS.
4. Put two lines at the bottom, where each of you will sign.
5. Begin by asking the employee what they think one of their strengths is.
6. Write down their answer (if you agree with it) and discuss it in more detail. (If you don't agree, discuss why and tell them a different area you think they have a strength in.)
7. Tell them what you think another one of their strengths is.
8. Write it down and discuss it more in detail.
9. Do this two more times so you have a total of six strengths.
10. Now, do this for opportunities (Weaknesses or areas where they can improve.)
11. Ask them what they think one area they can improve is.
12. Write it down (if you agree with it) and discuss it in more detail.
13. Tell them what you think another are to improve is.
14. Write it down and discuss it more in detail.
15. Do this two more times so you have a total of six areas of improvement.
16. Now, ask them to list out six goals for the next year.
17. Give them ideas if they can only come up with a few.Make these goals something that they can actually work on in the coming year.
18. Both parties sign off on the lines at the bottom.
19. Give them a copy, you keep a copy in a file, and turn the original into HR.

Most managers stop at the annual review.

THIS IS NOT JUST AN ANNUAL PROCESS!

Pull out the review sheet on a quarterly basis and review the areas of opportunity and goals with your employee to see how they are progressing throughout the year.If they needed more training or assistance, see if they are getting what they needed.Help them improve.Don’t just wait until the next review to see if things changed.

HAPPY REVIEWING!

Tim Northburg comes from an extensive background in the Automotive Retail business. He started his career selling at a Saturn retail facility learning highly valuable customer service and needs based selling skills and is currently a Manager at a highly successful GMC, Buick and Honda dealership. Since 2000 he has moved into upper management where he currently trains, motivates and leads his highly successful elite team of sales professionals. He has three years experience running the Business Development Center where he learned valuable customer follow-up, incoming phone call, prospecting, and owner retention techniques and skills. He is fully trained in Finance, Marketing and Public Relations, has international experience managing at a Rover, MG, MINI Cooper dealer in Chester, England, and brings a wealth of knowledge, experience and success to any business, organization, or individual.