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Three quick tips to make your mid-year performance reviews a success

by , 06 July 2016
Three quick tips to make your mid-year performance reviews a successAs mid-year performance reviews approach, employers are reminded once again of their benefits.

They can ensure that performance is maintained in the workplace, and they can even increase it.

But with those benefits comes some horrible consequences - consequences that could end up lowering performance in the workplace.

So to ensure that your mid-year performance reviews are a huge success this year, follow these three quick tips...

Keep reading to see what they are...

*****MUST HAVE*****

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:
  • 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.


Three quick tips to make your mid-year performance reviews a success

TIP#1: Avoid 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 do is greatly upset and demotivate staff, which leads to decreased performance in the workplace.

TIP#2: Don't speak for others

During your performance review sessions, 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.

TIP#3: Take your time when making decisions

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

Instead, 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.
*To learn more, page over to P 02: Performance Reviews, in your Practical Guide to Human Resources Management handbook today, or click here to order your copy today.  

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