As a fractional HR consultant at Career Contacts, I often encounter employees and employers uncertain about how to handle performance reviews during long-term leave. Whether it’s parental leave, medical leave, or other extended absences, ensuring that your performance is evaluated fairly and comprehensively can significantly impact your ongoing career success. If you’re planning to take long-term leave this year, it’s essential to address how your company will manage your performance review in your absence.
Key Questions to Address Before Taking Long-Term Leave:
Will You Miss Your Performance Review?
Long-term leave often coincides with the time when annual or bi-annual performance reviews are conducted. If you’re not present for the review, it’s essential to understand whether the review will be postponed, skipped, or conducted in your absence. Missing out on this crucial feedback session can leave you without valuable insights into your performance and areas for improvement.
How Will Your Performance Be Evaluated?
Evaluation criteria can become complex when an employee is on long-term leave. It’s important to clarify with your employer how your performance will be assessed during this period. Will they consider the work you’ve done up until your leave? Will there be any adjustments or special considerations given your reduced availability? Ensuring that your contributions are recognized fairly, despite your absence, is crucial.
Will Your OKRs or Goals Be Adjusted?
Objectives and Key Results (OKRs) and other performance goals are typically set at the beginning of the review period. However, taking long-term leave means that you will be out of the office for a significant portion of the year. Discussing with your manager whether these goals will be adjusted to reflect your time away is important. Without adjustments, you might be unfairly evaluated against objectives that were set under the assumption of your full-time presence.
Why This Matters:
Performance reviews play a critical role in career development. They provide a structured opportunity for feedback, recognition, and setting future goals. A lack of clarity on how your performance will be reviewed during long-term leave can lead to:
Missed Opportunities for Growth: Without a formal review, you may miss out on valuable feedback that can help you grow professionally.
Unfair Evaluations: If your performance is assessed without considering your leave, you might receive a lower rating than deserved, affecting your chances for promotions or raises.
Inconsistent Goal Setting: Your career progression can be hindered if your goals are not adjusted to reflect your time away, making it difficult to achieve the expected outcomes.
How to Ensure Fair Evaluation During Long-Term Leave:
Initiate the Conversation Early:
As soon as you know you’ll be taking long-term leave, start the conversation with your manager or HR department. Early discussions can help set expectations and provide ample time to adjust plans as needed.
Document Agreements:
Ensure that any agreements made regarding your performance review, goal adjustments, and evaluation criteria are documented. Having a written record will provide clarity and prevent any misunderstandings later on.
Seek a Mid-Year Review:
If your leave coincides with the annual review period, request a mid-year review before you go on leave. This can provide a checkpoint to discuss your progress and receive feedback.
Propose Goal Adjustments:
Work with your manager to adjust your OKRs or other performance goals to reflect the time you will be on leave. This ensures that your performance is measured against realistic expectations.
Maintain Communication:
Even while on leave, staying in touch with your team and manager can help you stay updated on important developments. This doesn’t mean you have to work during your leave, but occasional check-ins can keep you connected and informed.
For Employers:
Employers also have a role to play in ensuring fair and effective performance reviews during long-term leave. Here are some steps you can take:
Develop Clear Policies:
Establish clear policies on how performance reviews will be handled for employees on leave. This provides consistency and transparency for all staff.
Provide Training for Managers:
Train managers on how to handle performance evaluations for employees on leave. This includes adjusting goals, understanding legal considerations, and maintaining fairness.
Offer Flexibility:
Be flexible in your approach. Understand that each employee’s situation is unique, and tailor your methods to best support their career growth and personal circumstances.
All of the above take time, expertise and customization to ensure it aligns well with your specific organization, industry and Province or State. At Career Contacts, our team of fractional HR Consultants are equipped to support each stage of the process. From health and safety support, to ensuring DEI is appropriately considered, to employment standards and processes followed, our team of dedicated experts are available to you on an as needed basis.
Taking long-term leave should not hinder your career progression. By proactively addressing how your performance review will be managed, you can ensure that your contributions are recognized fairly and that you continue to receive valuable feedback for your professional growth. At Career Contacts, we are here to support both employees and employers in navigating these discussions and creating a fair, supportive workplace environment.
If you have any questions or need further assistance, feel free to reach out to our team at hr@careercontacts.ca. Let’s ensure that taking long-term leave is a time of personal healing or growth without compromising your professional achievements.