For many restaurant owners and operators, the first quarter means it’s time for the completion of annual employee performance reviews. And when you’re facing the task of writing reviews for, potentially, dozens of employees, it can be daunting.
But I like to look at performance reviews in a different light – more of an opportunity than a task. These seven tips will not only make the process less stressful, but more effective to
1. Have a conversation.
I’m a huge advocate of conversation-based practices in the workplace. And the basic premise of a conversation is that you both talk and listen. Too much talking on your end will shift the dynamic towards a lecture, leaving the employee feeling like they were reprimanded rather than encouraged. Encourage the employee’s input too.
2. Surprise-free zone.
In general, new information shouldn’t be presented during the performance review meeting. The goal is for the employee to hear about positive performance or areas of improvement prior to this meeting. Remember, effective managers don’t withhold this type of information. Instead, they discuss both positive performance and areas for improvement regularly, even daily, with their staff.
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Legal Disclaimer: The information I publish is not legal advice but rather is intended to prompt a discussion on best practices in human resources. Further, federal and state laws are amended frequently and vary significantly from jurisdiction to jurisdiction. Therefore, the published information may not be current at the time that you read it or it may not be applicable to your jurisdiction. As such, you should not rely upon any of the published information without first consulting directly with Restaurant HR, legal counsel, and reviewing your local, state, and federal laws as well as any applicable industry practices and company policies.
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