Below are some important do's and don'ts for leading such a meeting.
Related: Attending a Review Meeting (for Employees)
Do...
- Take care of the meeting logistics. Book the meetings with good notice in a quiet, private meeting space and for a time where the chances for interruption are minimal. The content of the workbook is designed to be viewed by Supervisors and Employees alike so you don’t have to worry about guarding any information from the Employee. The RightSignature application does not allow you to print workbooks so arrange to show the workbook content on a screen or screens.
- Know your Employee Review Workbooks. Understand the two most important pages -- the performance rating and messages, and financial rewards (if applicable) -- so you can confidently explain and support each decision.
- Have a third person in the meeting where appropriate. They act as a witness for all discussions, it shows a united front when the person reports to more than one person, and can help you get through more difficult reviews.
- Ask for input from the Employee. Take notes on issues that arise and commitments that are made, to assure the employee they are being heard.
Don't...
- Sign the workbook until after you've held the meeting. Once you sign, the workbook will be automatically sent to the employee for their signature. Workbook content ought not be shared before it is presented in person in the review meeting.
- Get defensive or let it get personal. This undermines your authority and can lead to poor judgement.
- Be surprised if an Employee asks follow-up questions. Such follow-ups are common as employees digest the content of the review meeting in the hours and days that follow.
Questions
If you have any questions or concerns about how to lead an employee review meeting please contact us at hr@workforcewins.com.