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Common Mistakes 4 And 5
4. Combining salary discussions into reviews
It's quite common for organizations to address pay raises during performance reviews. However, this isn't always the best strategy. When people know they may learn of an increase in compensation, they could be eager for the discussion about their work to conclude and not listen closely to what is being said.
Additionally, you may gain insight during a review that affects your decision about an employee's raise. For instance, you might learn someone played a larger role in your group's success than you realized or, conversely, a smaller role.
5. Failing to document future goals.
Give a copy of the appraisal to employees, and don't forget to also include a written list of career objectives that they should strive toward over the next 12 months. This document can serve as a useful reference for staff members, outlining what they must accomplish to meet your expectations and continue their professional development. At the same time, it can help you measure performance at the next review meeting and throughout the year.
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Even if you have conducted countless performance appraisals over the course of your career, take a careful look at how you manage the process. You may want to solicit your staff's suggestions on ways to improve it. Often, there are small ways you can modify your approach, such as providing more feedback throughout the year or relaxing the structure of your meetings, that make these assessments less intimidating and more beneficial for everyone.
Reprinted by permission from Robert Half Technology, a leading provider of IT professionals on a project and full-time basis. Robert Half Technology has more than 100 locations in North America, South America, Asia and Europe, and offers online job search services at http://www.rht.com.
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