5 Key points to ensure your performance reviews are a success

Tracey Ndlovu, Practical Guide To Human Resources Management, 18 May. 2015

Tags: performance reviews, successful performance reviews, conduct performance reviews, evaluate employees' performance, performance

You must conduct performance reviews to evaluate your employees' performance to make sure you're not just paying him to do nothing. And because performance reviews can take a lot of time, you need to make sure they are successful the first time.

To do that, there are five key points you must take note of to make sure your performance reviews are a success.

Keep reading below so you can ensure your performance reviews are successful...


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Take note of these five key points to ensure your performance reviews are a success

1. Keep focused on results.
Keep the review focused on the job itself and the direct responsibilities involved. Avoid comments on behaviours and issues which are not related to achieving results. Go through the job description, covering positive performance results for each section.

2. Approach the review as an opportunity to motivate your staff, improve enthusiasm and gain commitment.
During the review explore the following areas which will indicate what motivates the individual. Build on the responses to maintain and increase levels of motivation, enthusiasm and commitment to future performance objectives set.

• The areas of the job most enjoyed by the individual.
• The areas of the job that contribute the most to personal growth objectives.
• The most valued learning experiences, successes or failures experienced – can these be shared with others to assist them?
• The opportunities that exist for greater use to be made of job knowledge, experience and job skills to help others in the company.

3. Use it to build relationships and understanding.
Explore ways to build partnerships and ways to use these combined efforts to achieve greater success. Relate the personal performance of individuals and teams to the objectives of the company.

4. Keep it positive.
Make performance reviews a time where ways to improve performance, relationships, morale, creativity and innovation are discussed. Establish a positive expectation that the review is a window of opportunity to address issues which may be overlooked in the day to- day work situation. Encourage positive, goal-directed behaviours and actions which contribute to good results, fun, growth and development for all concerned.

5. Support the values of the company.
The way you approach the performance review will give a clear indication of the real value you place on the company's people. Is there a sincere desire to empower staff, motivate them and build mutual trust, or not? If your company values include participation, honesty, openness and transparency, these values must be reflected in the review. If they are not, the results will be damaging to the company and the level of respect and trust in management.

Now that you know the key points that will ensure successful performance reviews, find out how you can select the best review methods for your business. You'll find the pros and cons of each method in chapter P08 Performance appraisal methods of your Practical Guide to Human Resources Management. If you don't have a copy yet, click here to get yours…

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