If you are the person in charge of analyzing the performance review of your employees, you need to take into account the best way to analyze the data, figure out who is doing well, and determine who needs a little extra help. If you analyze the performance review comments incorrectly, this can lead to a chain reaction of negative energy through the other business – just about it. If you are doing well in a business and the performance review states you are underperforming compared to your other co-workers, this can make you feel isolated, less than, and nervous about your standing in the job.
Any nervousness and lack of self-esteem in the job will trickle over to your performance – causing it to actually go down! Avoid any issue with the analysis of the permanent review from harming your employees’ mental state and the overall energy of the business by avoiding these mistakes at all costs!
Overanalyzing or using the wrong data
The first mistake that employees and analysts can make when it comes to the performance review comments is analyzing the wrong data. Do you find that you are harping and focusing on the wrong aspects of the company? If you are asking yourself and others why someone is not doing “X” activity enough, this can cause this person to actually decrease their productivity on the job. Make sure to focus on what really matters, like the performance of each team member, the production output, and the standing of the business in the industry.
Negative evaluation comments
Although some team members will have negative evaluation comments, this can sometimes cause the person’s self-esteem to plummet. If you continuously harp on the negative and never focus on the positives, it can cause the employees to have a low confidence level in this area of business. Avoid this from taking over their mindset and psyche by providing both positive and negative comments to tall employees.
Focusing on the person, not the behavior
The third mistake that employees can make when it comes to analyzing the performance review of employees is only focusing on the person, not their personality or behavior. If you do not like someone, this is not the cause to begin tearing them apart in the performance review. You can only comment and analyze their behavior in the business. Even though an employer may not be friends with an employee or understand their every move, being able to set aside personal differences for job reviews is key to being a leader.
Not discussing it with the employees
The last mistake that employers can make when it comes to performance review is not discussing the results with employees. Make sure you discuss the positive and negative reviews with the employees so they know what they can improve on and what they are doing well in the business.
Conclusion
When it comes to analyzing performance review comments for all employees, employers need to make sure that they properly analyze the correct data, provide helpful feedback, and comment only on the employees’ behavior and results.
