Everyone can relate to that time of year when you are evaluated on how you do at work - review 
performance. And to be frank, neither you nor your employees enjoy. Which makes you wonder, is there a way to conduct performance reviews positively, non-intrusive ? Yes.
This article provides you the average number 1 to review your employees without offending, and how it can lead to negative competition and teamwork.
[1945007avis] Why your employees hate performance
Before you were a small business owner, you remember the feeling annual reviews of performance? You have probably not like them much. And statistically, 60 percent to 0 percent employees hate assessments.
Why?
For lack of a better word, they are archaic. For years, they were made in the same manner with little variation and produce the same result -. Employees upset or annoyed
The truth is, the performance of traditional critical cause dysfunctional internal competition and discourage teamwork. This is the kind of competition where your employees will do whatever it takes to get a good evaluation to get a raise. Thus, the performance appraisals of this archaic manner may be disadvantageous for your small business.
The solution? during performance reviews.
The # 1 Way to conduct performance reviews
What a performance review in course? This is the opposite of an annual performance review. Ongoing performance reviews are exactly how they sound. Rather than measuring how your employees are doing once a year, you do throughout the year several times through casual conversation.
The result? You will have more real conversations with your employees, the lower attrition and a reduction in negative competition.
But how do you conduct an ongoing review of the performance? Really, it's not complicated. Set a goal to talk to each of your employees a few times a year. You can say once or twice a month or even weekly. What matters is that you do.
Keep track of the time you talk to your employees and what you talk about. This way, you can fix small problems along the way. Your employees do not need to know there is a consideration when you speak, just make conversation. Allow your employees to talk about their loving and hating, and you can add your tips to help you be a better employee.
This approach is very unintrusive and actually helps you build a strong relationship with your employees. They feel you care about their business and success overnight. Your employees want to stay with your company
Related :. Want the Best Company Culture? Focus on communication
Teamwork and ongoing performance review
during performance reviews offer many advantages, but the most important is that they support the team. How? Think this way and put yourself in the shoes of your employees.
If you walk to work every day knowing that the only way'll get a raise is if you have a perfect score on your assessment of the annual performance, what would you do to ensure your raise?
do you take credit for your ideas and joint projects -The workers or even are? Hopefully not. But the truth is, many employees do this because they think that only a small percentage of their co-workers will get a raise.
There is too dog-eat-dog.
during performance reviews help take the competition of the equation. How? Your employees understand that the increases are not based on larger projects you have done in the year, but rather on the small things you do every day. Your employees stop focusing on trying to climb over each other and begin to see the larger picture -. Teamwork
Small Business 101 - Employee Performance Management
Conclusion
performance evaluations can be your best friend or your worst enemy. However, choosing to focus ongoing assessments of the performance during the archaic practice of annual performance reviews can be the way to help your small business become more unified and effective.
Do you think that the ongoing review of the performance would be beneficial for your small business? Why or why not? Begin a discussion by commenting below.
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