It's been a while since you last heard from me and I'm really glad to share some of my experiences with you again.
Shops and malls are putting out their Festive Season decorations. Whenever I see that I know, that for HR, the busy time is just around the corner.
Despite the upcoming festivities, you first have to deal with the end-of-year performance assessments. This often involves managers and employees too tired, or in too much of a hurry to finish up before December shut-down, to do it properly. If at all. One of the easiest ways to help your line managers is to make the performance review process as easy as possible for them.
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Four steps to make sure managers meet end-of-year HR deadlines...
Let's look at an example of some steps you can send around:
Managers to collate information from both formal and informal performance evaluations over the past review cycle. Due date: 11 November 2013.
Managers to meet with employees on an individual basis. Due date: 18 November 2013. In this meeting managers must:
• Discuss the performance review process;
• Give employees the necessary review forms;
• Agree which stakeholders the employee or manager must get feedback from;
• Ensure the employee understands how to complete a self-evaluation; and
• Set the performance review meeting date and time. The meeting must be no later than 15 December 2013.
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The final two steps to make sure managers meet your deadlines...
Managers to complete performance assessment of each employee. Employees must also complete self-assessment. Managers and employees must get performance feedback from agreed stakeholders. Due date: prior to the meeting date set in step 2 above.
Managers must have performance review discussions on the date and time set in Step 2 above - before 15 December 2013. You must complete and submit all performance review documents to HR.
Obviously, you need to make sure that your timeline and the process steps are in line with your company's procedures…. But you get the picture.
As simple as it seems, we've found these quick process overviews actually make your line manager's life easier by drawing a roadmap of required activities that they can refer to on a daily basis. Of course, it's also extremely important to make sure your managers have all the performance review documentation and tools to help them along the way. Click here to view a quick video
on how to conduct performance reviews effectively.
Nothing can dampen the festive spirit like frustrated managers and employees. Keep the season merry by helping your managers and employees get through the admin rush that precedes a well-deserved break!
Until next time….
Editor-in-chief: Practical Guide to Human Resources Management
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