7 Tips for preparing for a performance review
Performance review sessions are extremely important as they have the potential to increase productivity by as much as 20% on average.
But even though that's the case, it still doesn't take away the fact that YOU have to be the one conduct the review.
And you don't do it correctly, you will end up wasting the time of not only yourself, but also your team and the employee concerned, which in turn could possibly even lead to a DECREASE in performance.
That's why it's highly advised for you to prepare thoroughly for your performance review sessions.
Having said that, here are 7 useful tips for when preparing an effective performance review session...
You're obliged to do performance reviews. That's why you need an extremely easy to use, highly efficient system.
The first performance review software is now available in South Africa.
This software will help you determine quickly and accurately:
Tip#1: Review employee records
Your employees' skill levels;
How every employee contributes to the overall business performance;
The training and skill-enhancing requirements for every one of your employees;
How to properly motivate your employees;
The required disciplinary measures.
Of course, here you should check that the information on the job requirements, as well the job description, is up-to-date.
But you could also include biographical information as well as past career experience for your review.
Other useful bits of information you could review include personality profiles, aptitude test results.
Tip#2: Know the employee's competencies
Know the skills and competencies required for the position and how these match up with the employee concerned.
Tip#3: Know the employee's objectives
Go over the notes from the previous review (if there was one) and refresh your memory on the objectives you agreed on.
Tip#4: Assess the employee's achievements in your workplace
Look into how the employee has achieved as set against the objectives agreed on, and see where she can improve.
Here you could weigh up factors such as quantity, quality, time and cost.
Tip#5: Be clear on what performance standards you expect
Decide on what performance standards will be set for the next review IN ADVANCE and make them clearly known to the employee on the day of the review.
*To learn what the other 2 tips are, simply page over to chapter P 02 in your Practical Guide to Human Resources Management, or click here if you don't already have this fantastic resource.