EMPLOYEE REVIEWSDO’S & DO NOT'SPresented by Sean Hawbecker

THE 5 W’SWho – Every employee must receive an annual review.What- Overall job performance will be discussed with a focus on areas where the employee excels and areas where improvement is needed.When – Annual reviews are to be conducted in November and December for possible merit raises on the first full pay check in January.Where – Employees are to be given the results of their review by their manager or department head. GM to review all department heads. Can not be administered without consent from Chesapeake Corporate office.Why – The purpose of the review is to communicate to the employee their strengths and areas to improve.

WHAT DO WE WANT TO SEE ON OUR EMPLOYEE REVIEWS?• Be Specific• Be Honest• Recognize a Job Well Done• Follow Up

BE SPECIFIC

We and our managers have to be specific when conducting employee reviews

It helps our employees understand where there is room for improvement

Being specific allows our employees to know what is expected of them

The review is not the time for bringing up new issues Reference previous years goals and outline the next years

goals

BE HONEST

Our employees deserve our honest feedback Our employees won’t know what they are doing wrong and

right if we do not tell them The score you give should match the comment When a manager holds back from being honest with an

underperformer it allows for complacency to set in

RECOGNIZE A JOB WELL DONE

Our employees need to hear when they have done a good job, not just during reviews but every day

Recognize when a top performer goes above and beyond, sometimes handling the jobs of multiple people

A little thanks goes a long way, it could be the cheapest bonus you’ve ever had to pay

FOLLOW UP

Goals are to be set and followed for every employees review The goals we set should be top of mind for both the manager

and the employee Engage with employees to make sure they are staying on

track Ask about ambitions and what they feel passionate about- it is

a great way to get the employee to look at themselves Without follow up, the review process is simply bureaucratic

paper work

WHAT TO AVOID ON EMPLOYEE REVIEWS?• New Issues• Being overly positive/negative• Biases• Talking and not Listening

NEW ISSUES

A review should have no surprises We should constantly be giving feedback, whether good or bad The time and place for new issues is a Coaching/Counseling

session How can we expect and employee to do the right things if they

are only receiving feedback once a year

BEING OVERLY POSITIVE/NEGATIVE

Being too positive or negative sends the wrong sort of feedback

Being overly positive is usually the result of fear of giving criticism

Being overly negative can lead to poor moral and thoughts of “can I do anything right?”

It’s okay to praise and to criticize, but all feedback should have merit and should be constructive

BIASES

Contrast – We are evaluating the staff on whether or not they follow or exceed company standards, it is not a ranking system

Halo – Rating an employee highly because of one thing they do very well

Horn – The opposite of Halo Leniency – Giving all employees satisfactory reviews Recency – The employees most recent behavior becomes the

primary focus

ALL TALK AND NO LISTENING

Reviews should not be a one way conversation Employee reviews are to be constructive in the overall

message being delivered When giving feedback we must also be able to listen Listen for the employees’ passion and utilize it for future goals Engage the employee to agree upon the goals that are set