Although you should continuously be providing your team with performance feedback, you should hold formal Performance Reviews annually with a mid-year check-in. This gives both you and your Outfitters an opportunity to discuss the past while setting expectations moving forward. Having these more structured conversations with your team also creates an environment where you can talk about any career aspirations they may have, allowing you to personalize your coaching and play a supporting role on their career path. 

*All Human Resources documents and recommendations that Fleet Feet provides to its franchisees, including any templates, documents, or guides are optional and meant only as samples for franchisees to review as they prepare their own documents.  Franchisees should make their own independent decision about what personnel policies and documents should be implemented for their specific business and all personnel documents should be modified and customized as the franchisee deems appropriate to suit the individual franchisee's business needs.  Franchisees should always consult with their own independent legal counsel about any personnel documents or policies they are implementing in their businesses to make sure their own business needs are being appropriately addressed in accordance with all state and local laws. 

When leading Performance Reviews, it's best to...

• Provide no surprises. A formal performance review should be a summary of conversations that have already taken place through coaching in the moment, Monthly Outfitting Card reviews, or other. The official review process, therefore, becomes a formal opportunity to confirm, document, and collaboratively plan for the future, rather than an anxious and unexpected reveal of performance issues.

• Document Regularly. To ensure an accurate and fair evaluation, it's essential to keep a consistent record of employee performance throughout the year. This documentation prevents the review from being based on recent memory and provides a solid foundation for a meaningful discussion.

• Focus on a Two-Way Conversation. A performance review is most effective when it's a dialogue. Prepare to listen to the employee's self-assessment, career aspirations, and any challenges they may be facing. This two-way conversation fosters trust and enables a collaborative goal-setting process, resulting in more motivated and engaged employees.

• Outfitter Documentation Log

• Performance Review Guide for Managers

• Performance Review Form- Individual Contributor Positions

• Professional Development Guide for Managers

• Employee Development Plan

• Goal Setting Guide