The reality is that many companies have laid-off staff and cut the salaries and benefits of the employees that remain. A lucky few have had some of their pay cuts reinstated, but for most the immediate financial forecast remains uncertain.
Don’t fool yourself into thinking your employees aren’t interested in performance reviews if the resources for a financial increase are not available. Ignoring a review date is like telling the employee that the job that they are doing is not important. No one likes to feel like his or her work is not a contributing factor. When an anticipated review date goes by unaddressed, chances are very high that the employee will notice.
Proceeding with regular performance reviews is a good employee development practice. How can someone improve if they don’t have the appropriate feedback? In today’s workplace of reduced staff, employee efficiency is more important than ever. The reassurance and guidance of a review can boost employee morale and confidence.
Be up-front when you schedule the review, tell your employee that there will be no financial gain. Dedicated employees will still be interested in the discussion. Reviews help employees understand what they are doing well and what they can do better. They also serve as a benchmark for future performance improvements, and the financial rewards that might accompany those when budgets permit.
