PI Worldwide Reveals Five Best Practices for Revitalizing the Performance Review Process

 PI Worldwide, a leader in science-driven insights that help optimize the performance and potential of individuals, teams and organizations has compiled the following five best practices for managers to keep in mind to revitalize the performance review process, making it much more productive for them and the reviewees:

1. Take the Fear Out

One of the reasons people don’t like performance reviews is because they happen too infrequently, making more daunting when they do finally come around. By conducting more frequent, ongoing reviews (both formal and informal conversations), the process will be less intimidating, more timely and more productive.

2. Make the Conversation More Objective

Implement “informed coaching” (coaching based on data) by using the Predictive Index to obtain insight into the individual, their preferred work styles and strengths prior to their performance review. This provides a clearer view of the gap between the individual and the requirements of their role. Also, managers should leverage this type of data to understand their own strengths, weaknesses and work style, which will help with their own objectivity during the conversation.

3. Understand What Motivates the Individual

When holding a performance review, managers should take time to think about the individual being reviewed: How will they take the feedback? How are they motivated? By employing a scientifically-validated behavioral assessment, managers will better understand the motivating needs and drives of the individual they are reviewing. That, coupled with constructive coaching behaviors (like listening actively, reinforcing positive behavior through the delivery of feedback, asking open-ended questions, collaborating and confirming coaching outcomes) will result in a much more productive review.

4. Look to the Future

A performance review is the perfect opportunity to plan for the future and build out a career plan. Where does the employee see themselves in one year/two years? What type of advancement opportunities interest them?

5. Regularly Re-Evaluate Job Requirements

Use a job analytic to evaluate the job at least once a year to help determine the evolution of both the job and the employee. The PRO is a job analytics tool that provides insight into the behavioral requirements of the position at any level within the organization. A manager can then confirm whether or not the behavioral requirements have changed or stayed the same, setting current expectations to help the employee’s continued success.