We just finished our semi-annual review process. Throughout the year, supervisors complete engagement performance reviews for their teams. Then, twice a year, supervisors meet as a group to discuss team members and rate their performance in the areas of People, Quality and Firm. Compensation and bonus programs are tied to the ratings.
Many team members have had a bad experience with performance reviews in prior positions so the first time through the process can be a little scary. I field a lot of questions about how the process works, what they should expect, what are the discussions like, how am I doing, what do I do if I don't agree with my supervisor, etc...
The primary purpose of this process is to provide clear, timely and relevant feedback to our team about their performance. After the results have been communicated, team members work with their career coach and mentor to set goals for the upcoming year.
Once through the process, team members understand the intention of providing feedback and direction for future professional development. Whether or not a team member totally agrees with everything in their review, it's important for them to understand how they are perceived and how that will affect their career.
We use this process to reinforce expectations for technical skills, communication and practice development. We talk through what the team member is doing well, where to improve, and how to contribute to the firm.
Even if the team member meets the expectations of their role, there is always room for improvement. Jones & Roth focuses on continued professional growth at all levels. So, team members learn to expect the "what next" conversation and appreciate the help moving forward in their career.
The article below has some great tips for mentally preparing for a performance review. Read through it. Be open-minded. Welcome the constructive feedback. Be honest with yourself. Then use the information to develop professionally.
Forbes - How to Receive a Performance Review