Performance reviews are an invaluable asset when it comes to increasing performance in the workplace. But it's a double-edged sword.
You see, many employers dread performance reviews because while they have the potential to see as much as a 20% increase in overall performance in the workplace, just one mistake could actually result in lower performance than before, because of employees feeling demotivated by the whole process.
But it doesn't have to be like that! All you need to do is ensure that you avoid these two common mistakes employers make when conducting performance reviews...
You're obliged to do performance reviews. That's why you need an extremely easy to use, highly efficient system.
The first performance review software is now available in South Africa.
This software will help you determine quickly and accurately:
Click here to read more…
Your employees' skill levels;
How every employee contributes to the overall business performance;
The training and skill-enhancing requirements for every one of your employees;
How to properly motivate your employees;
The required disciplinary measures.
The two common mistakes employers make when conducting performance reviews are…
MISTAKE#1: Getting side-tracked
When holding a performance review, many employers make the mistake of commenting on the employee's behaviour, as well as on
issues which are not related to the review's purpose.
Instead, keep the review focussed on the job itself.
MISTAKE#2: Destructive approach
Some employers go into a performance review without the understanding or desire to motivate the employee.
Instead, they have at the employee with all they're doing wrong.
This is a very dangerous strategy as it can lead to demotivation, lowered performance and sick-leave abuse very quickly, which will end up affecting you and your company.
So instead of that approach, you should use performance reviews to build relationships, which can lead to greater success.
Ask yourself these 2 questions:
· Does everyone understand the conditions faced by your company?
· Are there any areas they feel they could assist with, with regard to these conditions?
Also, look at it as an opportunity to motivate the employee. Look into the following areas which will indicate what motivates the employee:
· The areas of the job most enjoyed by the individual;
· The areas of the job which contribute mostly to personal growth objectives;
· The most valued learning experiences;
· Specific strengths that can be built on; etc.
Build upon their responses so as to increase their overall motivation, which can lead to increased performance.
Encourage positive, goal-oriented behaviour. Because negative criticism will more than likely lead to defensive, avoidant and deviant behaviour.
*To learn more, go to chapter P 02: Performance Reviews,
in your Practical Guide to Human Resources Management
, or click here t
o order your copy today.