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Three ways to conduct performance reviews with success

by , 20 May 2013
While some employers dread conducting employee performance reviews, they're powerful motivational tool that contributes significantly to improved performance.
Turn your performance review sessions into an opportunity to build relationships and motivate your employees towards achieving more challenging goals with these three tips...

Did you know that performance reviews could help your staff increase their productivity by 20% on average?

According to the Practical Guide to Human Resources Management, the potential is even greater. 'Studies show that many staff members believe the improvement to be as high as 50%,' says the Guide.

Just imagine the benefits of unlocking this reserve and channelling it to achieve shared goals.

Well your company can do just that…

Use these tips to ensure employee performance reviews are a success

  1. Keep focused on results. Keep the review focused on the job itself and the direct responsibilities involved. Avoid comments on behaviour and issues that aren't related to achieving results. Go through the job description, covering positive performance results for each section.
  2. Support the values of the company. The way you approach the performance review will give a clear indication of the real value you place on the company's people. Is there a sincere desire to empower staff, motivate them and build mutual trust or not? If your company values include participation, honesty, openness and transparency, these values must be reflected in the review. If they're not, the results will be damaging to the company and the level of respect and trust in management.
  3. Approach the review as an opportunity to motivate your staff, improve enthusiasm and gain commitment. 'A motivational approach can have an infectious influence on others and have a knock-on effect that benefits all levels of the organisation,' says the Guide. During the review, explore the following areas which will indicate what motivates your employee. Also build on the responses to maintain and increase levels of motivation, enthusiasm and commitment to future performance objectives set.

These areas include:

  • The areas of the job most enjoyed by your employee.
  • The areas of the job that contribute the most to personal growth objectives.
  • The most valued learning experiences, successes or failures experienced and how these can be shared with others to assist them?
  • The opportunities that exist for greater use to be made of job knowledge, experience and job skills to help other employees in the company.

There you have it. Using these tips will help you conduct performance reviews with success.



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