Employee Performance Review
- Interim Review: Conducting an employee performance review via semi-formal feedback
Failure to maintain every variable correctly might cause the aircraft to be left or right of course, above or below glide path, or too fast or too slow. If the pilot gets out of tolerance, this will prompt a call from the air traffic controller monitoring the radar with an offer of assistance or other course corrections.
At the time or location of the decision point, the pilot must see the airport and determine whether they can proceed for a safe landing. If they cannot see the runway, the approach failed and becomes a missed approach that requires a go around and a need to try again.
Setting and Achieving Goals
When conducting an employee performance review, as with any task, it is much easier to take corrective action early on.
This requires that leaders have regular contact with their employees so that they coach and mentor along the way. This allows for discussion and clarification via “foot locker” coaching sessions along the way.
Next, if you conduct periodic, semi-formal reviews (quarterly or some other interval), you allow both parties the opportunity to adjust.
For example, if you conduct semi-formal “pencil” sessions on a quarterly basis, it would provide both a chance to conduct less threatening rehearsal sessions of the formal review. Here, both manager and employee have the opportunity for a full exchange of ideas without the stress of the annual review.
During the remaining time available, everyone can take the necessary corrective action instead of waiting for the formal review at annual appraisal time.
A quarterly or interim employee performance review provides a mechanism for tracking employee performance and making any necessary adjustments before conducting employee performance evaluations.
Make your interim reviews a small part of the appraisal process by providing feedback and encouraging growth and development.