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Have you conducted an assessment of your employee's performance?

by , 28 June 2013
On Wednesday, President Jacob Zuma promised that the African National Congress (ANC) and the government will present a joint report on the state's performance in terms of improving the lives of South Africans before next year's elections, BDlive reported. While you await that report with bated breath like the rest of the South African public to see if government is performing well or not, how about you assess your employee's work performance in the meantime. Here are four reasons why you should...

According to BDlive, Zuma made the remarks at the National Education Health and Allied Workers Union's (Nehawu's) electoral conference in Benoni, east of Johannesburg on Wednesday. He said a report was being prepared to counter those who 'read selectively' about state performance and to mark the 20th anniversary of a democratic state.

He added without such a report, 'there will be those who remain with the wrong impression that we have not done enough.'

While the state is judged by its citizens on its ability to perform efficiently and deliver on its promises, your employees also have to account for their performance at work.

And that's why you have to conduct performance assessments.

Four reasons why you must assess your employee's performance regularly

The Labour Law for Managers Loose Leaf Service advises you conduct regular assessments of your employees' performance at work so you can:

  1. Measure the extent to which they're fulfilling their job descriptions.
  2. Reward them appropriately.
  3. Help them if they're underperforming and improve to the levels you require by providing suitable instruction, training, guidance or counselling.
  4. Identify non-performers or under-performers to get rid of them if they don't improve within a reasonable period of time.

Remember, to use performance assessments as a vehicle to define performance and performance objectives. Use it to facilitate sustained or improved performance, as the case may be and encourage your employee to perform his job successfully.

If your employee is already successful, then focus on how to motivate him even further to realise and use his full potential to carry out your company's objectives.

But if he isn't performing, you must identify exactly how and why, so you can try to solve the problems and improve his performance. If that doesn't happen within a reasonable time, you want to be able to fire him and to be able to defend your decision at the CCMA.

Show that poor performer the door without landing yourself at the CCMA... click here to find out how.


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