HomeHome SearchSearch MenuMenu Our productsOur products

Set upinformal discussions with new employeesinstead of conducting formalperformance reviews

by , 12 February 2013
The 'performance-reviewprocess is not quite dead, but certainly has room for improvement,' says the HR Executive Online website. While your business probably has a standard performance reviewpolicy in place, you shouldimplement the performance review process differently for each department to ensure they fulfil their purpose. Now research shows you should also consider tailoring your performance review process based on the employee's age...

You hire younger employeesfor 'their fresh knowledge, strong technical skills, and growth potential, but managing young people effectively requires a different strategy than some of your other employees,'says the ERC website.
 
And with the retirement of more than 25% of the workforce occurring over the next several years, it's important that you actively prepare the next generation of workers, says the Labour Bulletin.
 
Becauseyounger employeescome with a different skill set to the old hands, you'll need to tailor your performance reviews accordingly. Especially as new employeestend to find their first performance review stressful no matter how well they're performing.
 
Here's how to set new employees andyounger employeesat ease during a performance reviews
Formal feedback processes can seem daunting to younger employees, which is why an informal review might put them at ease, writes the PayScale blog.
 
So even if you stick to the company's formal performance review process, you should create an informal communication channel with new employees andyounger employeeswhere they can raise any questions or concerns without fear of being 'shot down' in a scary review session.
 
This could mean meeting with them for five minutes once a week or making it clear that they're welcome to approach you at any time with their work worries.
 
This 'instant feedback' makes the performance review process truly valuable for all employees, says the HRExecutive Online website.
 
You'll also build a better relationship with younger employeesin the long run as they won't be afraid to approach you for guidance or advice.
 
Your new employeeswill be reassured that they'll have tackled any big 'job fears' before the performance review, which should result in less stress all round when preparing for the performance review.
 
You're obliged to do performance reviews. That's why you need an extremely easy to use, highly efficient system.
Introducing the the First Performance Review Software Available in South Africa
- In accordance with the 2013 Labour Law -




 


Related articles




Related articles



Related Products



Comments
0 comments


Recommended for You 

  Quick Tax Solutions for Busy Taxpayers – 35 tax answers at a glance



Here are all the most interesting, thought-provoking and common tax questions
asked by our subscribers over the last tax year – everything from A to Z!

To download Quick Tax Solutions for Busy Taxpayers – 35 tax answers at a glance click here now >>>
  Employees always sick? How to stop it today



Make sure you develop a leave policy to regulate sick leave in your company.

BONUS! You'll find an example of the leave policy and procedure in this report.

To download Employees always sick? How to stop it today click here now >>>
  Absenteeism: Little known ways to reduce absenteeism



This FREE e-report will tell you how you can reduce absenteeism in your workplace while avoiding the CCMA and without infringing your employees' labour rights.

To download Absenteeism: Little known ways to reduce absenteeism click here now >>>
  7 Health & safety strategies to save you thousands



Don't let a health and safety incident cost you one more cent. Implement these seven
strategies in your company today.

To download 7 Health & safety strategies to save you thousands click here now >>>