How many performance reviews are you scheduled to do this year? As a club manager, chances are you’ll be doing quite a few. Here’s a few ways to make the annual ritual more useful and less scary for your employees:
Provide regular feedback. What you have to say at a performance review shouldn’t be a surprise to your employee. Provide feedback – good and bad – on a regular basis. This means daily, every few days, or weekly. That way, employees always know where they stand and the annual performance review is less intimidating. Think of a performance review as a recap of all the feedback you have been giving the employee on a regular basis and an opportunity to review past goals and set new ones. Shifting the emphasis of the annual performance review from a scary event to one that’s more of a collaborative goal-setting discussion can increase worker productivity and morale.
Always include goals. Goal-setting is an important part of an annual performance review. You’ll want to look back at efforts to achieve last year’s goals as well as set some new ones. Praise your employees for their efforts to reach their goals and of course, when they reach them. One of the biggest frustrations for employees is not knowing what is expected of them or their unique role in making your club a success. Goals eliminate the uncertainty and make expectations crystal clear.
Provide a copy of the review in advance. A day or two before you meet with your employee, provide them a copy of their review. Doing this eliminates the big build-up prior to your meeting.
Need a bit of help with the annual review process? Premier Club Services is here to assist you. Performance evaluations are available to all CMAA members courtesy of PCS. Not a subscriber to PCS? Join now.