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Answer these three questions to ensure your mid-year performance reviews are a success

by , 06 July 2016
Answer these three questions to ensure your mid-year performance reviews are a successIt's time for mid-year performance reviews, in which you'll check up on what all your employees have been doing these past six months.

Now, when conducting this review session, you need to ensure that it's done efficiently, otherwise you'll be wasting both yours and the employee's precious time.

So to help you ensure that you get your mid-year performance reviews spot on, answer these three basic questions...

Keep reading to see what they are...

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Answer these three questions to ensure your mid-year performance reviews are a success


QUESTION#1: Have you gotten effective feedback?

The first thing you should do is gather performance-related information through a feedback session with the employee concerned. And that can be done by asking questions such as…

1. What have you achieved in the past six months?

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

3Do these measures equate to job success? and

4. What opportunities do you see for performance improvement? etc.

TIP: Takes notes from the feedback session so that you can refer to them.

QUESTION#2: Have you held a discussion session?

Question and discuss any issues, raised during feedback session, 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. 
 
QUESTION#3: Have you allowed for a joint soultion
 
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.

You see, the trick here is to make performance reviews feel like a team effort, in which the employee has a voice.
 
 
*If you can answer 'YES' to all these questions, then your mid-year performance reviews should be very constructive, paving the way for a productive six months ahead.

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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