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Three practices to avoid when conducting a performance review

by , 20 May 2016
Three practices to avoid when conducting a performance reviewPerformance reviews have the potential to greatly improve your employees' overall performance in the workplace. But they also have the potential to destroy it if you don't do them right. So pay attention!

Performance reviews are all about what you do - or more specifically, what you don't do!
You see, many employers make the mistake of implementing three bad practices during a performance review, all of which will more than likely destroy any prospect of success for your performance review.

You need to ensure that you avoid them like the plague.

Keep reading to find out what they are...

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The three practices to avoid when conducting a performance review are…


Practice#1: Rating scales

Wherever possible, avoid using rating scales, on which you rate an employee's performance between 1 and the maximum number on the scale.

All that these scales tend to do is greatly upset and demotivate staff, which leads to decreased performance in the workplace.

Practice#2: Rushed decisions

Don't make 'on-the-spot' decisions, during a performance review, on things that you can't honour. This will destroy your integrity in the eyes of the employee concerned.

TIP: Take some time to consider alternatives and come to a decision at a follow-up session with the employee. That way you'll be able to carefully consider things before making a decision.
 
Practice#3: Speaking for others

Don't make decisions, or promises, that fall on other people or departments in your workplace.

Instead, first refer the issue to the relevant person or department (so that they're at least aware of it) before making a decision on the matter.

The last thing you want to do is surprise your staff with already-made decisions. This is a sure way to irritate and demotivate staff.
 

*To learn more, page over to P 02: Performance Reviews, in your Practical Gide to Human Resources Management handbook today.
Alternatively, click here.
 

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