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Don't wait until the last minute to monitor your employee's performance...

by , 11 December 2015
The last quarter of the year is here...

Can you believe it? And before you blink it's for you to look at your employees' performance. And probably look at bonuses and increases too.

And the best way to do this is with a performance review... So let's see which type of review suits
you...

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Show that poor performer the door without landing yourself at the CCMA

Joe's always making costly mistakes, missing deadlines, delaying processes, aggravating clients – all of which costs you time and money to fix. He's constantly busy, but doesn't meet any of his targets. And he always has a long list of excuses that go hand-in-hand with each mishap.

But here's the bottom line: He just can't do the job!

If you're like most managers, the next logical step is to get rid of him and get someone who can do the job. But watch out, that could cost you BIG. You may as well give him a blank cheque!

But not if you have this one tool…
 
***

Performance reviews will help you:

1. Make sure key performance areas (KPAs) for every employee are suitable. And they can achieve them.
2. See if your employees have the right resources to reach their KPA's.
3. Check your employees have the skills to achieve the requirements of their jobs.
4. Identify problems stopping employees from achieving their job outputs.
5. Inspire employees to meet and exceed their goals.
6. Plan the future development and career plans of your employees.
7. Make sure all employees support your company's goals.
8. Find and reward excellent performance.
9. Take action with under-performing employees.
10. Help you find hardworking employees and make plans to keep them.

Keep reading for 2 different ways you can do performance reviews…

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Take charge of poor performance and fire that problem employee! Legally!

Our experts have done all the hard work for. In "You're fired!' Your guide to substantively and procedurally fair dismissals, you'll get everything you need to confidently dismiss employees and be sure that it was done legally. You'll receive all the necessary forms and templates and be able to re-use in every dismissal scenario you're ever faced with.What would you give for the opportunity to have three of South Africa's top labour law and HR experts on your side.

What would you give for the opportunity to have three of South Africa's top labour law and HR experts on your side?

Well, you can now....
 
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Two approaches you can use when it comes to performance reviews

1. The conventional performance review cycle
You'll agree on goals and targets at the beginning of a performance management period. Usually a 12-month period. You'll measure them during that period, usually midway through the cycle, and at the end of the period. You'll normally link the results to a bonus or salary review process.

The process for a 12 month review cycle using the conventional performance review cycle can be defined as follows:
Step 1: Set goals and targets.
Step 2: Review performance again mid-way through the 12 month cycle.
Step 3: Review performance at the end of the cycle.
Step 4: Set new goals and targets for the next review period.

2. The continuous performance review cycle
You'll agree on goals and targets at the beginning of a performance management period. Usually a 12 month period. You'll measure them frequently during that period, on both a formal and informal basis. You'll then have a combined review at the end of the period. You can then link the results of the reviews/ appraisals to a bonus or salary review process. And also to your reward and recognition processes.

So now you know how to keep an eye on your employees and reward them in the best possible way.

 


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