You might think that employee reviews are simply about evaluating a worker’s performance.  But they are even more valuable as a way to develop and retain good workers.

Anthony Fasano, PE and author of Engineering Your Own Success, developed an engineering.com blog and podcast on the subject.  Fasano says that performance reviews are critical to both companies and employees because having goals and expectations in sync is what builds success for all parties.

In an article at For Construction Pros.com, Brad Humphrey (also known as The Contractor’s Best Friend) agrees. 

“Most good workers, even those who can slip occasionally, want their performance to be assessed and discussed,” Humphrey wrote. “They welcome this opportunity and the accountability that can come with it. It’s only the lazy and contrary workers who breathe easier if they can live without any accountability.”

So if your goal is to retain good workers in the construction, engineering or environmental fields and to minimize the challenge of a labor shortage in the workforce, then performance reviews are a critical tool.

Reasons to conduct performance reviews

• Employees want to know how they’re doing in their roles and responsibilities as compared to their contractor’s or manager’s expectations.
• Contractors and supervisors want to assess how well their onboarding and skills training is working for new employees, and to reinforce positive work habits for existing employees.
• Aligning goals and expectations benefits both parties.

What to include in the performance review

• Specific major projects or initiatives completed since the last review
• Technical and job-related skills and knowledge
• Interaction with co-workers, supervisors, contractors, clients or vendors
• Problem-solving skills
• Attitude and effort on the job
• Attendance
• General company policies and procedures

How to conduct an effective performance review

• The format of the review isn’t important, as long as it’s easy for both the person completing the review and the person receiving it to understand.  Templates are available online if you need them.
• Employees should do a self-evaluation, preferably that matches the employer’s version, so that they can compare and discuss areas where they disagree.
• Contractors should review new workers at 30, 60 and 90 days so that these new employees stay on track, engaged in training requirements and proficiency standards, and are prepared for future annual reviews.
• Regardless of how long employees have been with a group, they should get an annual performance review. This is an opportunity to recognize and appreciate your long-term employee’s contributions and to set continuing goals that will help them stay committed.
• Use specific examples of an employee’s work practices and behavior. Provide both positive observations and areas that need improvement. Encourage questions and discussion so that everyone is clear on what you want to see continued and what needs to change.
• Be specific on any requirements not met or areas that are not as strong as earlier reviews.
• If a review will be mostly negative, consider having two leaders attend the discussion.
• If a review will be mostly positive, don’t skip it. Your best workers are probably goal setters who want to discuss next steps and action plans. Keep them engaged and committed to the company, and be sure they know they are valued and appreciated.
• Include proactive goal setting in every review.  Define what actions the employee will take in the next year, what support their contractor or manager will provide, and what resources are needed.
• Conclude all reviews, whether positive or negative, with encouragement and appreciation. Knowing that a contractor or boss wants them to do well and is there to support them is important to employee satisfaction and retention.

It may be time-consuming to conduct an annual review with each worker, but it’s critical to keeping your best employees, to correcting potential issues before they become major problems, and to developing good workers in your crew.

If you need help to build your crew in the construction, engineering or environmental field, WeBuild Staffing can help. WeBuild specializes in recruitment of professional within the construction, engineering and environmental industries. Please contact us for more information.

Michael DeSafey is a leading executive recruiter for professionals in the construction, engineering and environmental industries. He is currently the President of Webuild Staffing www.webuildstaffing.com . To learn more about Michael or to follow his blog please visit www.michaeldesafey.com