Objective
A performance review is a written review of an individual’s contributions on the job and are completed once a year at honeygrow. It's a chance to provide a performance rating for each of your team members and managers, and also determine who will receive a merit increase. These assessments require managers to review employees’ work productivity, essential skills and competencies, capacity to work with a team, and attendance history.
The District Manager is responsible for helping the GM prepare and deliver reviews.
Procedure - Preparing for Reviews
- The rating and feedback that you share with the employee should not be a surprise to them. If you're having regular conversations and one on ones, everyone on your team will know exactly where they stand. The employee should never hear about positive performance or performance in need of improvement for the first time during a review.
- Plan ahead and take the time you need to be thoughtful in the writing and delivery of each review.
- If you sense that people are nervous or apprehensive about receiving their review, you may want to think about how frequently one on one conversations are happening.
Procedure - Review Process
1. Prepare to write the review. Begin by familiarizing yourself with the review format. This will help you understand how long it will take to write each review. Then think about how many reviews you need to write and set aside time on your schedule to write them. Also make sure you understand each of the ratings. If you need help, ask your District Manager.
2. Get a current copy of each person’s job description and review the requirements. After working closely with team members, you may have adjusted your expectations based on each person’s typical performance and capabilities. Re-reading each team member’s job description will provide context for your review based on their original expected responsibilities.
3. All employees should receive a review including those recently hired. If you’ve worked with a team member for more than one review cycle, find last year’s evaluation on in their payroll personnel file or you can reach out to HR to assist (hr@honeygrow.com). Re-read to remind yourself about how your team members have performed in the past. Make note of issues they needed to address and areas where you suggested improvement. For newer hires, be sure to focus on individual performance in relation to job description and training execution.
4. Write the review. Take time to write each review. Don't copy and paste information from one review to the next. Show that you really know your people. Be honest but constructive and respectful. Everyone has something that they can do better. Challenge your top performers. Set firm yet realistic goals for your mediocre performers. Make sure that your ratings are supported by the information you include in the review.
5. Low performers or team members who are not eligible based on hire or promotion date will not be given a merit increase.
6. Deliver the review. Schedule 30 minutes with each team member and/or manager to deliver the review. There may be employees who receive an increase below their expectations. To help with this discussion, reference hg total compensation and opportunities to grow with the team. Give the employee a chance to respond, ask questions and ask for feedback. End the conversation by discussing what the employee needs to do to maintain their performance or what they need to do to improve and become a top performer on the team.