by Karina Fuentes

Created on: May 15, 2009

An annual employee review can be much more than simply evaluating performance and dictating expectations. In organizations where turnover is problematic, or where losing key employees could cause significant damage, reviews can be used to promote employee retention and to help you identify potential upcoming staffing needs.

Think of reviews as opportunities to delve into how your employees fit into the organization. By exploring the employee-organization fit, you can take steps to proactively engage and retain valued employees instead of being taken by surprise by a resignation down the road.

Giving an employee opportunities to provide feedback during your discussion is an essential part of this type of review. Without this feedback, you might miss out on valuable information you can use to determine how well your employee's career path fits with the organization's needs. Does he have untapped potential that could be harnessed in a different position? Is she doing a great job but is bored to death, and counting the seconds until she can leave?

An employee review is not a heart-to-heart conversation. Your employees are not going to reveal everything-nor should they. Likewise, probing questions such as, "Are you bored to death and counting the seconds until you can leave?" should be off limits.

The following strategies can uncover clues to employee satisfaction, engagement, and layers of performance not directly assessed in a typical review.

1. Be Attuned to Body Language.

It's in your employee's best interest to appear as though everything is fine during a review. They may be willing to share some concerns or difficulties they are experiencing in meeting the job's requirements, but this type of feedback will probably be a considerably watered down version of the truth.

Non-verbal cues often tell us more than words. Pay attention to expressions, tone, posture and speech rhythms. Any follow-up actions resulting from the review have to be based on what was actually said, but make a mental note of any discrepancies you observe between what the employee's words and presentation. For example, if your employee vigorously insists there are no tensions with co-workers while clenching her fists, you may want to keep a closer eye on group dynamics.

2) Re-Interview the Employee.

Many workplaces are undergoing a high rate of change. The skills and characteristics that led you to hire someone in the first place may still be exactly right for the position, but in other

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