That's because the best companies – no matter the size – try to manage employees in a structured and caring way that's based on balancing achieving company goals with developing the employees.
It may seem a huge task, but it's not.
You just need to make sure you start with the basics, like ensuring that the job description issued and agreed upon your employee's appointment isn't the first and last time that performance objectives are agreed to, says the Labour Law for Managers Loose Leaf.
That's because the company's strategy and objectives and needs don't remain constant.
They change based on a number of factors.
One task to include in each performance review…
That's why the employee's key performance areas should be checked on an annual basis and amended for the next performance review period, if need be.
The benefit of doing so annually is that you'll be sure your employee's 100% aware of his key performance areas and the standards expected of him if his responsibilities have changed in the past few months, says the Labour Law for Managers Loose Leaf
Another advantage of making sure all key performance areas have been clearly communicated to each employee!
Means you can use the time set aside for performance reviews to check in with how your employee's handling his responsibilities and if there's anything he'd like more training in, says FSP Business
Because if your employees are already developing the employees achieving the goals or responsibilities you've set for him, you can focus on developing your employees to their full potential.