The True Value in Leadership Performance Reviews

Results – Every company has a different perspective on how to measure results and what that word really means in terms of their organization. However, it’s safe to say that all companies rely on their employees to deliver the results they are looking for. How do companies then track the progress they are making towards their end goal?

All employees and managers have to undergo the performance review process to keep the company moving forward with the best possible people. It is a critical evaluation in which all members of a company can present their accomplishments, acknowledge weaknesses, establish goals and distinguish themselves and their value to the company.

Performance appraisals are often thought of in a negative light. However, these can be extremely beneficial for the company as a whole. While each individual employee can really excel from these meetings, managers of a company get the most value from this conversation. This is a chance for managers to understand the strengths and weaknesses they need to focus on for the next fiscal year.

So how do you get the most out of your leadership performance review?

Use the company’s background to lead the conversation. Every employee should be well aware of the company’s mission statement and main goals. This is a great starting place for managers to make sure they are getting the most out of their performance appraisals. Are your employees adding value to the company? Are they integrating their work with the company goals to maximize results? After you’ve given the performance appraisal, you will have a better understanding of how to focus the work that needs to be done and what new ideas can be incorporated in.

No matter how competent an employee is there is always room for growth. What other training could employees benefit from? Evaluate their strengths and weaknesses to determine how to best develop the skills they need. Managers can use this opportunity to increase the entire standard of the company. Adding more training can’t hurt and will only increase the company’s value.

Another valuable aspect of a performance appraisal is to give recognition to your employees. Give acknowledgement where it is deserved. The environment that we work in should help with development and reinforce positive attitudes. When your employees show hard work, dedication and commitment, reward them. You don’t have to wait until the performance appraisal to show them how valuable you think they are.  Tell them all year round!

The value of a leadership performance review isn’t solely focused on the improvement of each individual team member, but it really shows where the company as a whole has gaps and holes to fill. Find the true value in a performance appraisal so your company can stay focused on its path to success. Are you putting in the effort?