How to Give a Great Employee Performance Review (Tips for Managers)

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Күн бұрын

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This week is about Performance Reviews at Work Tips for Managers.
If you’re giving performance reviews to your team, this video is for you. These performance review tips are for new managers. Learn how to set a vision for your team and give employee performance review at work.
I also cover how to prepare for a performance review, performance review tips for supervisors, and annual performance review tips. Stay tuned for giving feedback in the workplace.
LINKED VIDEOS:
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Managing Remote Employees (While Still Being Yourself) - • How to Be an Effective...
Tweet This Video: • How to Give a Great Em...
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Пікірлер: 26

@BenjaminPreston 4 жыл бұрын

Don't forget to watch my FREE Career Roadmap training to help you find your passion: benjaminpreston.com/free-training

@7josette 10 ай бұрын

As a first time business owner, this was really helpful for giving my employees their first and my first review

@sabrinaguthrie546 Жыл бұрын

very straightforward and helpful. i love that you didn't trail off on different topics but had separate videos for other topics. your tips were very helpful and inspiring as well!

@BenjaminPreston Жыл бұрын

Thanks, Sabrina! Glad you enjoyed the video and found it helpful :)

@user-rk4qk2tg1h 10 ай бұрын

Very helpful feedback, thanks!

@PassEnglishGCSE 4 жыл бұрын

Love your focus on growth. I think a lot of managers forget this one as they focus on living in the moment and not forward-thinking....

@BenjaminPreston 4 жыл бұрын

Completely agree! Thank you for watching!!

@DreamInColorsMedia 4 жыл бұрын

“Has the manager been giving their their employee feedbacks through the year? And has the employee took the feedback and self adjusted, if not why?” SUCH A CRUCIAL QUESTION. Every manager should watch this before sitting down to review performance reviews or have perf. eval conversations with their employees. So much value!!! Thank you Ben.

@BenjaminPreston 4 жыл бұрын

Thanks for watching, Dream in Colors! i completely believe that feedback along the way is the best way to manage performance and then focusing the annual "Review" should be a career development conversation.

@alinowak2619 4 жыл бұрын

Nice presentation.

@BenjaminPreston 4 жыл бұрын

Thanks, Ali!

@BlueWolfNorth Жыл бұрын

Very systematic approach for performance review, great video!

@BenjaminPreston Жыл бұрын

Thanks for the feedback! Glad it was helpful

@mamailaglds2700 2 жыл бұрын

How to prepare team member performance review

@wsrtwetr Жыл бұрын

People here making videos like performance review actually is doing something for a company and not a huge waste of time and money and also resulting in employees ramping up their job search. Even if the review turns out to be positive, the fact that they looked, might result in noticing a better offer and leaving. You don't need to wait 12 months to fire someone or to tell them what they did wrong.

@katalinprice7614 Жыл бұрын

It is a generalized video. You can do PMs every quarter or every month and can translate this to a mini one weekly, which would feed into the monthly, quarterly, and yearly. It gives the opportunity to look after your people better. When I started to do this, the better I am getting at it, GUESS WHAT? the better my worker is becoming because we have a much closer better understanding of each other. So actually what was going on well and our company got a 4.2 score out of 5, it was so important to focus on that in order to uplift the stuff that hasn't been going on well, it helps to push and pull and help to make the worker/employee to be better, wanting to be better, especially if you add incentives to this (and you can use positive as well as negative incentives but I see the positive works better or if we have more of this and less of the other it is much better) But you are right one does not have to wait 1 year LOL!!! And should not! But if the worker loves being with your company it is worth investing in them to make things better. (investment vs output measure of course it's super important)

@user-je6pn9pr3h 7 ай бұрын

Self evaluations are a bad idea. Extroverts will over exaggerate their value and introverts will always under estimate themselves. My former supervisor saw that I evaluated myself low and then she created hers even lower. Completed destroyed me. I left for another dept. 6 months later I'm thriving and my former dept is falling apart at the seams. Revolving door of employees, and "short handed" doesn't even touch the surface of their situation. Before this I've never received a self evaluation, and I never want to receive one again.

@CaptainJeff2000 7 ай бұрын

great hair

@stevencarithers1694 2 жыл бұрын

What do you do when your performance review has nothing to do with the listed job duties?

@BenjaminPreston 2 жыл бұрын

Yeah, that's a good question... Depending on your relationship with your supervisor, I'd be upfront about it. Before the review, make sure to say, "I feel like my responsibilities are scattered, so I'd like to use some of our time to discuss roles and expectations moving into the next year." If you don't have that relationship with your boss, you could try an alternate version of that. Maybe show up with a list of responsibilities you'd like to own for the next year... take the feedback from the past year, and present your new list with the intention of re-owning your workflow. Is your boss flexible in that way? Or is it just kind of a crap shoot?

@stevencarithers1694 2 жыл бұрын

@@BenjaminPreston ...My boss is a squishbag people pleaser. He will placate you to your face, but say something else and agree if somebody says the opposite.

@BenjaminPreston 2 жыл бұрын

Ohhh, that's a tricky situation... The best you can do is clarify with them, get it in writing, and communicate it to the people who matter. It's not impossible to have a productive performance review with a manager like that, but it certainly leads to a lot of unnecessary work on your end to try and have consistency.

@wsrtwetr Жыл бұрын

@@BenjaminPreston see this is the bs industry. Why do I need to coat my language to protect my managers feelings? I would straight up say, it seem slike you're evaluating my performance on task that are not part of my job. And go from there. Never been jobless intact, moved on from horrible toxic managers and this bs culture often and got a pay rise each time. Don't put up with managerial bs which is what this video is advocating. No one cares about your 'growth'. Managers are slave drivers while the companies are slave owners. When you see it for what it is, you'll realize mid management is nothing more than a patronising job who assume adults need to be babysat.