You must focus on the job itself and on your employee's direct responsibilities. Go through the job description and cover positive performance results for each section.
The Practical Guide to Human Resources Management says you must ensure you have a good understanding of the job and knowledge of what your employee has achieved during the review period.
'It reflects very poorly on a manager if she's out of touch with what's happening in her area of responsibility,' warns the Guide.
Remember NOT to make comments on behaviours and issues that have nothing to do with the job.
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The way you approach the performance review gives a clear indication of the real value you place on your employees.
If, for example, your company's values include participation, honesty, openness and transparency, reflect these in the performance review. If you don't do this, the results will be damaging to your company. Employees will no longer trust and respect management.
Make sure your performance review is a platform where you discuss ways to improve performance, relationships, morale, creativity and innovation.
'Recognising, praising and rewarding positive outcomes generates energy and vitality. While, criticism leads to demotivation, defensive and deviant behaviour,' cautions the Practical Guide to Human Resources Management.
There you have it. Use these three methods to get the most from performance reviews.
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