How to Conduct Regular Staff Reviews
- 1). Determine what factors you will review. Common factors include sales numbers, customer service skills, problem solving, the ability to complete tasks and projects and general work performance. You may also rate items that do not relate to performance, such as adherence to company regulations, attendance and punctuality.
- 2). Measure the employee's performance in the areas you selected using sales, phone and attendance records, as well as input from managers and other employees who work with the staff member. Use the job description of the position you are reviewing to determine if the employee is fulfilling his duties.
- 3). Start the review with the employee's accomplishments, strengths and other positives. This relaxes the employee, shows her you notice her hard work and makes her more receptive to constructive criticism later in the review process.
- 4). Tell the staff member the areas in which she can improve. Give examples of where the employee fell short, and be as specific as possible when explaining how to improve. For instance, instead of saying, "You lack attention to detail," tell the employee that there were numerous errors or omissions on their last report.
- 5). Provide ways for the employee to improve. Once again, use specific examples of things that need improvement and, if applicable, offer solutions for when the employee encounters a similar issue. Tell the employee any quotas they must meet, the date by which they must meet the quotas, how you will measure their progress and the consequence of not meeting the quotas. Offer additional training if necessary.
- 6). Place the review paperwork in the employee's file. Update the review to make note of the employee's progress toward any goals you set.
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