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When using the conventional performance review cycle, follow these four steps to ensure it's effective

by , 10 November 2014
There are two approaches to performance reviews.

There is the conventional performance review cycle and the continuous performance review cycle.

For the purposes of this article, we'll focus on the conventional performance review cycle because even though it has been around for a while, it's widely misunderstood.

Keep reading to discover the four steps you must take when using the conventional performance review cycle so you can ensure it's effective.


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Four steps you must follow to ensure the conventional performance review cycle is effective

 
Basically, with the conventional performance review cycle, you'll agree on goals and targets at the beginning of a performance management period, usually a 12 month period. You'll then measure them during that period, usually midway through the cycle and at the end of the period.
 
You'll normally link the results to a bonus or salary review process.
 
Sound confusing?
 
The process for a 12 month review cycle using the conventional performance review cycle requires you to follow these steps:
 
Step 1: Set goals and targets.
 
Step 2: Review performance again mid-way through the 12 month cycle.
 
Step 3: Review performance at the end of the cycle.

Step 4: Set new goals and targets for the next review period.
 
It's that simple.
 
Bear in mind that managing poor performance isn't part of the performance review process.
You must manage poor performance directly as it occurs and not wait to address it in performance reviews.
 
You must turn your performance review sessions into an opportunity to build relationships and motivate your employees toward achieving more challenging goals and advance your own career management skills.
 
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