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Four ways to review performance of your 'up-down' performers

by , 14 February 2013
Public perception of Public Protector Thuli Madonsela's performance tends to waver. Now she's under scrutiny again, with the auditor-general and the police expected to investigate a slew of anonymous allegations against her and her office, ranging from fraud to maladministration. Read on to discover how best to reviewthe performance of your employees if they'retop achievers one month and underperformers the next.

Every business has them –employees who shine brightly one month and barely make their performance targets the next.
Public Protector Thuli Madonsela has a similar performance record.
She's hailed for saving the local business industry one month and investigated based on 'allegations raised by 'concerned staff',' over accepting bribes to fast-track certain cases the next, says IOL News.
But how do you review performance of an employee who has similar highs and lows?
One way that could improve the issue is to review the employee's performance more regularly than that of employees who perform steadily.
Review performance of an employee who's a top achiever one month and an underperformer the next in the following four ways
FSP Business suggests youreview performanceof these types of employees more regularlyby doing the following:
1. Collect information on performance against the weekly, monthly or annual targets and review them with the team and the individual to identify areas for improvement with an underperformer.
2. Conduct a peer rating, where each team member's performance is rated by her peers in the team – just make sure there's no backstabbing going on.
3. Get feedback from other teams in the company who are the internal customers of your team's products or services to see if the employee is a top achiever or underperformeroutside her own team.
4. Get feedback from external customers who use the team's products or servicesby asking a few of the clients she deals with regularly for their opinion on whether she's a top performer or an underachiever.
Don't forget to include informal feedback sessions as part of your overall performance review strategy
You can also make the feedback more holistic when you review performance rather than simply focusing on whether targets were met that month to gain greater insight into what makes your employee tick and if there are any underlying factors affecting her performance.
The longer you wait to take corrective action, the more money and opportunity your company will lose from an underperformer, adds the Fox Business Small business Centre.
Checking in with your employee more regularly through short informal feedback sessions will also give you an idea of whether she's enjoying her job and on track to meet performance targets.

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