It is easy to be stuck in a rut, and just continue to do things the same way, even if deep down we know it is not working. Here’s our recommendations for reviewing the way you review.
- An employee performance review should be an informative and positive experience where both the Manager and employee have the opportunity to comment on the positive and negatives of the job. This is also the best time to discuss how to overcome performance issues whilst recognising good performance.
- Begin by meeting with each employee individually, and provide them with feedback on their past 12 months (outlining what was good and what could use improvement).
- Agree on performance targets to be met for the following 12 months, and if any training is desired or required. Keep the meeting under 45minutes.
- Use the performance evaluation documents provided by Your HR on Tap to help both you and your employee keep track of what you discuss.
- Follow up again in 6mths to confirm the progress of targets. Also, make sure any discussed training has been either undertaken or arranged. There should be no need for a meeting longer than 15 minutes.
- In 12 months you can review each employee’s performance to his or her agreed targets, thereby making point 1 easier to implement each year.
- If there are any serious performance issues during the year, don’t wait for the performance review to bring it up. Deal with it immediately.
- Use this opportunity to gain some feedback about how the business itself is running from the employee’s perspective. Give them the ability to give you some insight.
Director, Your HR on Tap
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