As a team leader, it's your job to act as an internal scorekeeper for your team. That is, you have the responsibility of monitoring other employees' progress toward their goals and training, and then to report this information to the employees and management.
This task of conducting employee performance reviews is, of course, no small task, especially in addition to all of your other responsibilities. Fortunately, you can save time for your team and yourself by streamlining the review process and maximizing its effectiveness.
To get started, determine which performance evaluation method works best for your team. Options range from an annual review format with input and evaluation solely between the manager and the employee to more frequent periodic assessments of an employee's performance based on input from the employee's coworkers in across departments, as well as the employee's customers and clients.
Next, gather the materials that you need to conduct a performance review. To inform employees of the benchmarks that they are measured against, provide them with a detailed job performance review guide that lists the goals outlined in their last review. To give them an opportunity to reflect on their job performance in a more structured way, provide them with a self-evaluation form to complete before the formal performance review. Finally, to keep the actual performance review meeting on track and to ensure a consistent review format across the company, you should rely on a well-planned performance review checklist during the meeting.
The following information and tools can help you set up a review process that is consistent, convenient, and productive — from both managerial and employee perspectives.