In relation to employee performance, reviews are an important step to ensure employees are on task and are efficient. However, this can be a daunting experience for workers and employers alike. Here are 7 steps for practicality when conducting performance reviews.

  • Tell your Employees about the Performance Review ahead of time

Employees should be alerted to the fact they are due to have a performance review ahead of the review taking place. Ensure notice is given, preferably a week in advance or more, to an employee. This will allow an employee time for mental preparation for the review and to settle any nerves or sort issues they have been having.

  • Have a goal in mind for each employee

A meeting is no use if there is no goal to it. An employee will also sense the unimportance of a meeting if there is no goal. Therefore, having a specified idea of what you wish to accomplish in the meeting with an employee is essential.

  • Think of Key Points to cover

It may be hard to figure out the key points for an effective meeting. Some common performance review points include the questions:

Do the employee’s day-to-day actions align with business objectives?

Is the employee accountable for their actions and duties?

Does the employee need to be recognised for their performance?

  • Ask your Employee if they have questions

An employee may wish to utilise their time alone with their employer to raise questions or topics relating to their position or tasks. You should allow the employee to therefore ask those questions.

  • Brainstorm a Plan

If an employee is underperforming or not managing workloads, for example, a plan should be brainstormed between the employee and employer to help assist in achieving those standards and goals required.

  • Summarise Action Points

Action points (otherwise, what needs to be done or actioned) should be summarised at the conclusion of the meeting so that both the employer and employee are aware of their expectations going forward.

  • The ‘Aftermath’

The open-ended discussion should continue after the performance review. Regular check-ins with employees should occur often to ensure an open and operational workplace environment.

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