Employee surveys have been conducted year after year throughout all types of professions and the number one desire continues to be feeling appreciated versus the amount of their pay. The truth is that pay falls in about the middle of the list. What we should be learning from these surveys is that we need to be providing our assessment on their performance to them. A well planned employee performance review program is a great way to accomplish this.
A critical part of a well planned performance review program is to discern the most important elements of their position as opposed to those that are not. Those elements that are critical will have an impact on the company's immediate success and must be performed well. Case in point, a store clerk's interaction with your customers is much more crucial than being able compose an email to their supervisor.
Determining what type of rating system you will use as a part of your employee review program is equally important. It is critical that you don't take the easy way out by using a pass or fail system. If you do you will quickly discover that employees are not going to be satisfied with this type of review system at all. Referring back to how we started this article we learned that employees are more concerned with feeling appreciated. Using a pass or fail system will not meet your goal of showing them appreciation.
One of the most effective employee review rating programs will be very similar to those we had when we were in school. If you remember back that system consisted of several ratings and was designed to go from exceptional to unacceptable. Most systems will consist of five ratings and they could begin with five which represents the best to four, three, two, and one being the worst. Almost every employee will truly appreciate a review rating system like this and it will create a lot of incentive for them to perform better during the year to receive a better rating.
For your next decision you will have to decide whether or not you would like to include any pay increase based on the rating an employee receives on their performance review. This is an excellent way to incentivize an employee's performance throughout the year. The one risk in tying the amount of pay increase an employee receives to the rating a supervisor gives them is making sure the ratings are fair and objective. In other words make sure that you are rating an employee on established performance measures, such as cash handling skills and not subjectively.
At the end of the day if you are trying to insure your employees are feeling appreciated it is crucial that you have a well planned out employee performance review program. As we have stated above it is possible to demonstrate our appreciation for our employees while providing a value added program to our business. A well planned out system will have a tremendous barring on productivity while lowering the company's employee turnover rate. Supervisors know how much high turnover hurts their business. With this said, it is a positive for everyone!
A critical part of a well planned performance review program is to discern the most important elements of their position as opposed to those that are not. Those elements that are critical will have an impact on the company's immediate success and must be performed well. Case in point, a store clerk's interaction with your customers is much more crucial than being able compose an email to their supervisor.
Determining what type of rating system you will use as a part of your employee review program is equally important. It is critical that you don't take the easy way out by using a pass or fail system. If you do you will quickly discover that employees are not going to be satisfied with this type of review system at all. Referring back to how we started this article we learned that employees are more concerned with feeling appreciated. Using a pass or fail system will not meet your goal of showing them appreciation.
One of the most effective employee review rating programs will be very similar to those we had when we were in school. If you remember back that system consisted of several ratings and was designed to go from exceptional to unacceptable. Most systems will consist of five ratings and they could begin with five which represents the best to four, three, two, and one being the worst. Almost every employee will truly appreciate a review rating system like this and it will create a lot of incentive for them to perform better during the year to receive a better rating.
For your next decision you will have to decide whether or not you would like to include any pay increase based on the rating an employee receives on their performance review. This is an excellent way to incentivize an employee's performance throughout the year. The one risk in tying the amount of pay increase an employee receives to the rating a supervisor gives them is making sure the ratings are fair and objective. In other words make sure that you are rating an employee on established performance measures, such as cash handling skills and not subjectively.
At the end of the day if you are trying to insure your employees are feeling appreciated it is crucial that you have a well planned out employee performance review program. As we have stated above it is possible to demonstrate our appreciation for our employees while providing a value added program to our business. A well planned out system will have a tremendous barring on productivity while lowering the company's employee turnover rate. Supervisors know how much high turnover hurts their business. With this said, it is a positive for everyone!
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