Step#1: Set the tone
Reassure the employee that the purpose of the review is simply to discuss:
· Performance achievements over the past review period;
· Ways in which the company can help improve performance;
· Goals and objectives for the new review period;
Make it clear that the review session is to focus on the positive performance areas so as to reinforce and improve overall performance.
Step#2: Discuss performance achievements over the review period
Ask the employee questions such as:
· What have you achieved in the past 6 months?
· Against what measures? For example, income earned.
· Do these measures equate to job success?
· What opportunities do you see for performance improvement?
Step#3: Discuss performance results
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Reflect on what has been discussed so far.
Discuss measurement criteria in which you both agree to them or seek to understand and possibly improve on them.
Remember to differentiate between issues which are individual in nature as opposed to issues which concern the whole organisation.
Step#4: Look at ways to improve performance
Here, you must identify problems and agree to solutions together.
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?
*Do you want to learn what the other 2 steps are, as well as so much more on the first 4 steps? Then get your hands on the Practical Guide to Human Resources Management
Performance reviews don't have to be a dreaded occasion!
Instead, they can be a great opportunity for you to build a greater understanding of your employees, alongside stronger relationships with them.
It's all about perspective.