7 Dos & Don’ts for Staff Performance Reviews
It’s the midpoint of the season, a time when many studio owners put their leadership into high gear and offer performance reviews for their employees. Whether you have a carefully-developed system in place or you simply meet informally with each person, performance reviews open up the opportunity for you to check-in on your team’s progress and look ahead to the future. They also allow you to hold your team members accountable (and for them to do the same for you!).
Performance reviews aren’t something I recommend doing off-the-cuff. While you may need to improvise here and there, having a plan in place makes it possible to proceed with confidence and communicate with clarity. Many studio owners I know have found success with implementing a rating system or a document of standards to help employees see where they stand on the key behaviors that lead to effective outcomes. Others I know simply use a few, firm guidelines as touchpoints for the conversation.
However you choose to conduct your reviews, there are some key elements to the process that I have found essential to make sure each meeting is insightful and productive for everyone. Through two decades of practice, I’ve been using and revising these 7 Dos & Don’ts for Staff Performance Reviews. Keep reading to use these Dos & Don’ts for yourself!
Here are my 7 Dos & Don’ts for Staff Performance Reviews:
Looking for more great ideas to help you manage an awesome team? Check out the following articles:
- 3 Best Practices For Coaching Your Dance Studio Staff
- Dance Studio Employee Handbook: Part 2 of the Dance Staff Management Guide
- Dance Teacher Evaluations and Replacing a Dance Teacher: Part 3 of the Dance Staff Management Guide
The “Expert Advice from Misty Lown” series is brought to you by More Than Just Great Dancing™ and TutuTix.