How to Conduct the Best Performance Reviews

Everyone needs feedback on how well they are doing at their job. Without objective feedback, your team members may either feel under valued or assume that everything they do is perfect. You need to tell them how they're doing and where they could improve.
For many companies, the end of the financial year is reporting time and that means sitting down with their staff and saying "well done", "could do better" or "need to improve". Poorly prepared companies who haven't provided their managers with Performance Appraisal training and the right tools may find that all these managers can do is offer personal opinions or avoid potential confrontation by skirting issues. Failure to have a good reporting process in place will be cause issues later.
Getting it right before, during and after the review is essential. Follow these 15 simple points for the best results:
Before -

1. Have clearly defined objectives, goals or targets for the job.
2. Make sure they are SMART (Specific, Measurable, Achievable, Realistic & Time based).
3. Share these objective with your staff throughout the whole year
4. Don't change them without discussion - moving goal posts is demoralizing!

During -

1. Arrange a good time to talk about performance
2. Prepare your views on achieving objectives
3. Give your employee a chance to prepare for the interview
4. Conduct the interview as far away from the workplace as you can - a nice quiet office too!
5. Discuss openly and honestly - no tricks, no clever tactics, but clearly say for each object what has been achieved
6. Allow the employee to challenge with evidence or explanation
7. Agree the overall performance together, but if you disagree be prepared to state your case
8. Give the employee the opportunity to appraise your performance as a manager

After -

1. Write up the outcome of the discussion and store it securely, it's private information
2. Share your report with the employee and get it signed by them or noted if they disagree and ensure senior management see a copy
3. Review previous Performance Review reports at your next session so you can both gauge progress.

If you follow this process for all employees, you will not only be seen as fair and consistent but you should find the reporting period far less stressful and useful tool for managing your team's development and productivity.
We provide training, template documentation and processes to help you ensure that your performance reviews are conducted professionally and effectively.

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