Oh! Those Pesky Performance Reviews

Adrianne DuMond

Author: Adrianne DuMond

Executive Coaches of Orange County

www.ECofOC.org

No one likes giving or getting performance reviews. I think this partially stems from past practices of their being tied to compensation and/or a promotion. But then, they are time consuming and harbor the risk of revealing some changes a person might need to make.

Performance reviews can be viewed in a different light and should be seen as a positive step in improving the results of working productively. They should be separated in time from compensation and promotion discussions and set goals and expected results for the coming year. None of us would plan a trip and not have good directions and some expectations for the outcome. The environment of work is the same. Performance reviews are the same. We all value clear goals and expectations for our endeavors.

I worked in the corporate world long enough to see the trend go from dreading performance reviews (mostly because the glossed over needed changes) to a company requiring that their executives have 360 degree feefback (from the executive”s online casino boss, peers and employees) on a regular basis.

Performance Review Guidelines:  A simple one or two page document can be designed that seeks answers to:

  • how the results of the work have been accomplished,
  • how well expectations were met, and
  • what are goals for next year.

The performance review form should include the specifics of the work, values and the mission of the agency, but general enough to cover multiple employees.  If you are already using a performance review form, check to see if it carries the right message and tone. Does it:

  • Seek to encourage professional development?
  • Allow employees to stretch and set challenging goals for advancement?
  • Reinforce in a positive way, the mission and strategic objectives by setting  goals for the next review period?

If you are interested in some assistance in designing and executing the review process, contact the Executive Coaches of Orange County via their website (www.ECofOC.org). The service is free.  The coaches are very experienced in this area and welcome the opportunity to give back to the community of nonprofits.

8 thoughts on “Oh! Those Pesky Performance Reviews

  1. I found this article to be tremendously helpful. I am in the process ofpreparing for year end reviews with my emplyees, and will use Dr. DuMond’s tips in my assessments.

  2. I found this article to be tremendously helpful. I am in the process ofpreparing for year end reviews with my emplyees, and will use Dr. DuMond’s tips in my assessments.

  3. I agree with this article in many ways. Since there are many styles for this activity I think you need to choose one that suits your business.. I really like a partnership where the employee rates themselves and then as partners build a final document with their Supervisor.

    1. It sounds like you have self-motivated employees. You are lucky. Keep up the good work — hiring them.

  4. I agree with this article in many ways. Since there are many styles for this activity I think you need to choose one that suits your business.. I really like a partnership where the employee rates themselves and then as partners build a final document with their Supervisor.

    1. It sounds like you have self-motivated employees. You are lucky. Keep up the good work — hiring them.

Comments are closed.