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Before holding your employees' first quarterly performance reviews for 2015, read THIS!

by , 01 April 2015
Employees hate having performance reviews almost as much as employees hate doing them.

Studies show both parties believe they're time-wasters and ineffective.

If you're about to rush in to Sue's quarterly performance review unprepared, best you reschedule the meeting.

Doing this could spell disaster for your company.

Here's why...


Not being prepared for Sue's review is the biggest performance review mistake you can make

While reviewing a random sample of retail sector performance appraisals, one major law firm found that the majority damaged the employer's case instead of supported it. 
The reason?
Because in most cases employers expect their employees to prepare for them, but don't do any preparation themselves.
And out of those that do prepare, 90% of all performance reviews aren't done right. 
This may seem minor, but here's the thing: Your employee's review could turn into a crucial piece of evidence when it comes to showing the CCMA your actions were just and fair. 
If your process consists of sloppy record-keeping, short-term memory loss (where a manager recalls last week's slip-up but not Sue's successes over the past few months) or hot-cold reviews, yours might be the next unfair dismissal' case the CCMA judges. 
And, unless you can prove just cause for terminating Sue's employment, it's highly likely she'll win her case at the CCMA.
So what do you need to do to be prepared?
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Cut costs, save time and still ensure your employees' performance reviews are effective
Employee performance reviews… You hate them don't you? 
I don't blame you.
Not only do they take hours to prepare for but do you ever really see any difference in your company's bottom line after you've done them?
Probably not. 
Well, that's about to change. 
If you want to save hours of exasperation, time-wasting and ensure you see real, tangible results in your employees post review, you must get your hand on this tool. 

Use these tips to conducting well-prepared employee performance reviews 

As our labour experts explain,  start by having all the necessary tools at hand to write Sue's quarterly performance appraisal. You'll need things like: 
  • A copy of the her performance plan or KPIs;
  • Notes of previous meetings with her; 
  • Employee self-evaluation documents (This should include a list of Sue's completed projects and accomplishments); and
  • Feedback on her performance from other sources (managers, suppliers, customer feedback, etc.).
Once you have all this, take the time to review each element in a non-personal, non-critical way. Consider: 
  • Whether Sue met the objectives for the period? When doing so, also consider the quality and timeliness of project delivery.
  • Has Sue's performance improved during the period under review?
  • Have Sue's work responsibilities changed? If so, how has this affected her ability meet her other performance requirements?
  • Have you given Sue additional responsibilities that weren't included in her original KPIs? (If so, it's important to acknowledge these additional responsibilities and consider whether you need add them to her current KPIs.)
Only once you've done your homework (and made written records) should you schedule the performance appraisal with Sue. Do this, and you'll be able to prove that any action you take against her was fair in the eyes of labour law. 

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Before holding your employees' first quarterly performance reviews for 2015, read THIS!
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