Performance Reviews

How often do you meet with your employees to discuss their performance? Is it not often enough? Unfortunately this is a common realisation among Managers, who then have performance issue with members of their team.

If you don’t have a regular performance review with your employees, you are not reinforcing the performance standards that they should be working towards; and sometimes standards start to slip.

Not only do performance reviews help to improve the standard of performance, they can also help to motivate your staff. By discussing the areas they are good at, and areas where they are exceeding expectations, your employees will feel much more valued and appreciated.

The performance review should also give you a chance to discuss any training that the employee might want to carry out, or any courses you would like to send them on; this again will help them feel like they are ‘safe and secure’ as you are willing to develop their skills and the company will benefit from a more skilled and settled workforce.

Following performance reviews Managers should be able to identify any progression that employees are ready to make in the company, and/or areas that they are best suited within the company. Managers should be also able to see if the current salary/benefits the employee receives are in line with their capability/performance in their current job role at the company. However, on occasions the performance review might highlight specific areas for improvement and/or areas that aren't currently utilised.

In short, the performance review should be a positive experience for both employee and manager; with any shortcomings having already been addressed/discussed away from the performance development review meeting.

Should you want more information about how to conduct performance reviews or create/update performance documents, please contact us at info@hrresponse.co.uk or on 0115 9728708.