{"id":18976,"date":"2020-05-27T08:00:08","date_gmt":"2020-05-27T13:00:08","guid":{"rendered":"https:\/\/taxprocenter.proconnect.intuit.com\/?p=18976"},"modified":"2020-05-07T13:30:39","modified_gmt":"2020-05-07T18:30:39","slug":"innovative-approaches-to-employee-performance-reviews","status":"publish","type":"post","link":"https:\/\/accountants.intuit.com\/taxprocenter\/practice-management\/innovative-approaches-to-employee-performance-reviews\/","title":{"rendered":"5 innovative approaches to employee performance reviews"},"content":{"rendered":"

According to OfficeVibe, 96 percent of employees say that they like receiving regular feedback<\/a>. However, conducting performance reviews for your tax and accounting firm employees can sometimes feel like pulling teeth \u2013 and be equally as hard \u2013 for managers. Even if you have a stellar employee, the time you spend on reviews can seem unproductive.<\/p>\n

Nevertheless, reviews are necessary because they help you and your staff become better aligned on growth opportunities<\/a>. There are definitely improvements to the tried and true review process we\u2019ve used in our firm<\/a>. Check out these five approaches.<\/p>\n

1. Map out expectations and goals for your staff<\/b><\/p>\n

Gallup research indicates that only about half of employees<\/a> have a strong sense of what is expected of them. In an interview<\/a> with Business News Daily<\/i>, Belinda Wee, an associate professor at the Husson University School of Business and Management, explained, “Management must communicate, both verbally and in writing, the level of performance they require from each employee to receive their desired results.”<\/p>\n

Establishing a vision<\/a>, and tying their role and responsibilities to it, will help employees understand their contribution to your firm\u2019s future, while revisiting your vision during their review will help them see how their actions, good or bad, impact the future. Starting with a mutual understanding of expectations from your staff will help you have the courage to better approach difficult conversations.<\/p>\n

2. Remember to check in often<\/b><\/p>\n

Traditionally, performance reviews have been an annual occurrence, but that’s quickly changing.<\/p>\n

Frequent check-ins allow you to keep your finger on the pulse of your staff’s performance. In these meetings, you can talk about the progress being made toward the goals you’ve communicated and established with your employees. Some firms do these as frequently as every month. Regardless how often you perform your reviews, focus on measuring your staff\u2019s progress toward short- and long-term goals.<\/p>\n

Some ways you can make check-ins with your employees better include the following:<\/p>\n