It may be tempting to skip annual performance reviews in these chaotic times. However, that’s not a wise plan for your organization or your employees; and it sends a message that reviews don’t matter. Instead, consider a new approach to these activities:
- Review/revise criteria. It’s very likely that performance expectations and job goals and objectives have changed in light of the pandemic. Review these and make any needed adjustments. Be sure not to hold employees accountable for responsibilities or accomplishments that were impossible or even impractical in light of the COVID crisis.
- Think about increasing the value of certain personal attributes and attitudes, such as adaptability, cooperation, and teamwork.
- Make sure your process is legally complaint. For instance, you shouldn’t negatively cite or penalize an employer for taking leave under the Families First Coronavirus Response Act.
- Be up-front and transparent about any changes you make to the performance review process or criteria. Let workers know what changes you made and why. Let them know that they are valued and that changes were made with their best interest in mind.
