Additions to Your Performance Management System: How You Can Improve Your Review Skills
February 06, 2014 by Kathryn Carlson
Posted in: Human Resources Management
Tags: Checklist, Employee, Evaluation, Improvement, Interaction, Review, tips
Let’s face it, performance reviews can be unpleasant for all parties involved. Because a performance review is a necessary part of managing your dealership employees, it is important to use a review system that will adequately reflect your employees work and involvement in the dealership. There are many performance review methods, each differing based on the management techniques at your dealership.
While your performance management system is the foundation of your reviews, as a manager you can take further steps to create an interactive and positive performance review. One method is to move past the simple performance review form. In addition to your personal dealership review form, communicate and interact with your employee to further understand their progress within your dealership and gain valuable direction, motivation, and incentive for their performance with a question and answer format.
To cover all of your bases, utilize the following checklist during performance reviews:
- How do you feel about your personal performance?
- How do you feel that you could improve performance?
- Do you feel that you have control of the areas that measure your performance?
- How have you demonstrated leadership qualities?
- How can you improve your leadership qualities?
- Have you had any difficulties with this role?
- How do you feel you can improve yourself within this role?
- What interpersonal skills have you demonstrated?
- How have you recently solved a problem in a positive manner?
- How could you improve your problem solving techniques?
- Are you motivated by your role?
- Are you motivated by your responsibilities?
- How would you change your dealership role and your responsibilities to motivate you more?
- Do you feel like you’re efficient at work? How so?
- How could you improve your efficiency?
- Do you feel you’re effective with your work methods?
- What would you do to make yourself more effective in the dealership?
- Do you know what is expected of you at work?
- What are your goals?
- How do your goals support our dealership?
- Do you feel valued?
- How can you feel more valued?
Keep in mind that just asking questions isn’t enough to make for a successful review. Once you have asked these questions, discuss and decide upon the next steps for the reviewed employee. Keep your questions and process consistent so that your employee, and you, can measure their success and help them grow. Don’t forget to document any review sessions you may have for future reference.
Do you have further questions on how to conduct a performance review? Contact [email protected] for more information.