You’re considering a performance review. What do you need to know?

1 Set a schedule

One of the first things you need to do is to decide how often you will conduct performance reviews. Some food and beverage operations do them annually, while others do them more frequently, such as quarterly or biannually. The frequency depends on the size and nature of your business, the turnover rate of your staff, and the level of feedback you want to provide. Whatever you choose, make sure you communicate the schedule to your employees well in advance and stick to it. This way, they will know what to expect and when to expect it.

2 Gather data

Before you meet with your employees, you need to gather some data to support your evaluation. This can include customer feedback, sales figures, productivity metrics, attendance records, training certificates, and any other relevant information that can demonstrate their performance. You should also review their previous performance reviews, if any, and see if they have met the goals and expectations you set for them. Try to be objective and balanced, and avoid basing your evaluation on personal opinions or isolated incidents.

3 Prepare feedback

Based on the data you collected, you need to prepare some feedback for your employees. Feedback should be specific, measurable, actionable, realistic, and timely (SMART). It should highlight the areas where they excel, as well as the areas where they need to improve. It should also include some recognition and appreciation for their contributions, as well as some suggestions and recommendations for their development. You should also prepare some questions to ask your employees, such as how they feel about their performance, what challenges they face, what support they need, and what goals they have.

4 Conduct the review

When you conduct the review, you should choose a private and quiet place where you can have a conversation without interruptions or distractions. You should also schedule enough time for each employee, depending on their role and responsibilities. Start by explaining the purpose and format of the review, and invite them to share their self-assessment. Listen actively and empathetically, and acknowledge their achievements and challenges. Then, share your feedback, using examples and data to back up your points. Be honest and constructive, and avoid being harsh or vague. Give them a chance to respond and ask questions, and encourage them to express their opinions and concerns. Finally, agree on some SMART goals and expectations for the next period, and document them in writing.

5 Follow up

After the review, you should follow up with your employees to ensure that they understand and accept the feedback and the goals. You should also provide them with the resources and support they need to achieve them, such as training, coaching, mentoring, or feedback. You should also monitor their progress and performance, and give them regular and timely feedback. This will help them stay motivated and engaged, and show them that you care about their growth and success.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?