by David Brown

Created on: December 17, 2009

There are many different types of managers in the work force today and they perform differently with those employees who work with them or underneath them.  This writer has been in a position of management a few times in his career and each time has earned the respect of his employees for a number of reasons.  However, when it came to the performance reviews, this was one of the toughest parts of the job.  Performance reviews meant whether or not a particular division of the company was doing well or whether the employees really needed some retraining.

Yearly performance reviews or even quarterly are “events” in the work force that are very important not only for the manager who is conducting them, but as important for the employee as well.  The manager must be very careful to be constructive in his or her criticism of the employee and not be destructive.  Some people are a bit more sensitive than others and this can be harmful if the information provided in the performance review interview and on the paperwork to be turned into human resources.  Even so, the employee must be doing his or her part to get the good performance review as well and they need to be commended not only at the time of the review but after they complete a task they were asked to do.

As a manager, this writer does commend and thank the employee each and every time they complete a task along the lines of the requirements.  If they can complete the task any other way and it is still along the similar requirements, they are also commended.  What is important each and every day is to recognize what the employee is doing and to take notes.  Do not wait to commend or to reprimand.  If they are doing something that is not by the company’s guidelines, then they need to know right away.  If you wait a week or even a month to let them know that they have done something wrong then this could easily back fire on you.

Now, at the actual performance review, be professional and be honest and courteous to the employee.  This gets the much needed respect.  Respect is the only thing that will make a manager/employee relationship work.  Already have the paperwork filled out that needs to be turned into human resources.  Explain each question and go over them with the employee.  Then allow the employee to speak after each question is explained.  Then after all is said and done, have the employee sign the review if they agree with it.  If they do not agree with it, do not get angry with them.  Let them know that there is a place on the form for the employee to add his or her remarks.

Lastly, it is best to keep the review “short and sweet.”  This way there is not much room for a battle of wits.  Also, if a bonus or an increase in pay is warranted, let the employee know right then and there and do not let them guess.  Also, explain to them that it is best not to discuss their performance review with other employees and that raises are not to be discussed as well.  Most employees get different raises and some even get a reduction in their pay if their review turned out to be pretty bad.  The worst thing to do is have office gossip.

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