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The three 'core' steps to conducting an effective performance review

by , 20 May 2016
The three 'core' steps to conducting an effective performance reviewIt's performance review time. And the employee is sitting right in front of you, ready to go.

You set a pleasant atmosphere by reassuring him that the purpose of the review is simply to discuss performance achievements and how to improve performance and goals for the next review period, after which you'll enter into what I call the 'core' steps.

There are three of them in total, and they are arguably the most important steps of the entire performance review process.

Keep reading to see what they are...

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The three 'core' steps for conducting a performance review are…

STEP#1: Feedback

Gather performance-related information through a feedback session

Ask the employee questions such as:

·         What have you achieved in the past six months?

·         Against what measures? For example, these measures could include performance targets such as calls made, clients brought in, revenue earned, profit margins etc.

·         Do these measures equate to job success?

·         What opportunities do you see for performance improvement?
STEP#2: Discussion

Once you have gathered all relevant information from the employee's feedback (take notes so you can refer to them), you should reflect on it. Question and discuss any issues, raised during feedback, that will lead to performance improvement. For example:

If you've noticed that an employee is making way more calls than the minimum threshold, question the length of time for each call, as these short calls may imply that the employee's not developing a strong relationship with the customer.

TIP: Once you've raised this issue, allow the employee to make suggestions for improvement before you do so. 

STEP#3: Joint solutions

Once you have identified and discussed issues, look for and agree on solutions together.

Discuss measurement criteria which you can both agree. Seek to understand and possibly improve on them if necessary. For example, you and the employee may agree that that fewer calls, with longer call times, are better for building more solid relationships with customers.
NOTE: The trick here is to make performance reviews feel like a team effort, in which the employee has a voice. Example questions can include:

·         Where do you believe there are opportunities to improve on overall performance?
·         Are there any areas where work can be distributed in the organisation? etc.
Once you've taken these steps, you're ready to come to a final agreement for the next review period, and in so doing pave the way for better performance in the workplace.

*To learn more details on conducting an effective performance review, page over to P 02: Performance Reviews, in your Practical Guide to Human Resources Management handbook, or click here to order your copy today. 

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