Guide to employee performance reviews - Image

Guide to employee performance reviews

src=" a regular performance review for each of your staff can be an excellent investment of time. The benefits can include lower staff turnover, improved commitment and productivity, and a team that works more effectively together.

Performance reviews don’t need to be held too often, perhaps once every year or so for established employees and after the first few months for a new member of the team. To be really effective, they need to be planned in advance, giving both you and your staff time to prepare.

It can be too easy to keep delaying performance reviews because ‘something more important’ has come up. While this may seem the best use of your time, repeated delays send a negative message to your staff, telling them that they are not that important. It will improve your credibility to carry out reviews despite being busy, because it demonstrates the value you place on your team.

Issues to consider in employee performance reviews

Feedback. The review is an opportunity for employees to assess their own performance in their job, and to pick out the areas where they think they have done well or made mistakes. As their employer, your role is to help them see their strengths and weaknesses, and to improve their understanding of the impact of their role on the business as a whole.

Your member of staff should also have the opportunity to give their own feedback on how they think the business has treated them. It’s important for employers to try to understand what their organisation looks like from an employee’s point of view.

Targets. This is an opportunity to set targets for the year ahead and review performance against last year’s goals. Targets should be related to the job and agreed with the employee. The

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