Our Goal

To demonstrate that there are ways to prevent many employee related issues so that they do not consume too much time.
Employee Performance Reviews

Performance reviews are critical to maintaining the overall productivity of your staff. When did you last conduct a performance review?

Performance reviews are critical to maintaining the overall productivity of your staff. Managers who avoid performance issues ultimately decrease employee morale, decrease credibility of management, decrease the company's overall effectiveness, and waste time and resources.

The performance review process enables a manager and an employee to discuss performance, clarify expectations and standards of performance in the context of both the Company and the employee's objectives. It provides the opportunity to formally recognise the employee's development areas to improve performance and also recognises the employee's achievements and aspirations.

Areas to be discussed at review time include:

  • assessment of skills
  • performance against objectives
  • strengths
  • areas for improvement
  • career goals
  • job description review
  • areas for focus
  • setting of future goals
  • review achievements

This same process should also be used prior to the conclusion of a probationary period.

Role of the Manager

This role is to support the employee's development and the focus should be to help the employee grow in their current role. The manager can help to build the link between the development of skills and behaviours and the improvement of results and performance. The Performance Review process should be developed and led and therefore effectively owned by the employee, helped, supported and signed off by the Manager.

What does that help and support from the Manager involve?

  • feedback on performance in current role - managers should be providing feedback that is specific and focused on the impact of actions and behaviours in relation to the employee's objectives
  • identify strengths and areas for improvement
  • represent the Company's needs, goals and opportunities - managers should communicate the Company and departmental objectives to the employee so that he or she understands how their performance contributes to the overall success of the business
  • clarify the employee's goals and options
  • act as a resource - managers should communicate clearly what, where and when resources are available to the employee
  • help assess the employee's development - managers should encourage the employee to self-assess and be aware of where they are now before progressing with any development

Role of the Employee

The main focus for the employee is to take ownership for his or her own development by reviewing current performance. The starting point for the Performance Review Process is for the employee to have a clear awareness of where they are now in terms of both `what' has been achieved and `how'.

To prepare for the performance review, the employee needs:

  • review performance against objectives
  • analyse and identify areas for development
  • plan to achieve development goals
  • record what is being learnt
  • review what has been achieved
  • set new objectives
  • provide input for changes to job description

Your HRmanager provides a simple template for the performance review process for clients of the Your HRmanager Retained Employer Advisory Service to download. Businesses that wish to tailor to tailor this to their own business, by identifying specific job competencies for key roles, should contact us for assistance and guidance.