Performance Reviews

Performance Reviews

The end of financial year is fast approaching, which means for most employers, so is performance review time. Generally, a performance review gives management the opportunity to evaluate employee’s work performance, identify strengths and weaknesses and offer feedback. This can be a difficult process, especially when there is no “good news”.  So, how management delivers these conversations can play an important role in inspiring employees to deliver their best efforts in the year ahead.

Managers, it is never a good time to have a difficult conversation with an employee, however, waiting until performance review time to inform the employee of their poor performance or the fact they are not doing something correctly is never a good idea. Employees should be provided with real-time coaching to help overcome these obstacles as they pop up to avoid long term issues and the employee continuing to “do the wrong thing”.

A performance review should be a two-way conversation and should leave staff feeling re-energised and clear about their career progression within the organisation. It is important that employees and management understand that performance reviews do not mean it is a given to increase an employee’s salary.  Rather, it is a time for the employee to sit down with their employer, discuss what happened over the last 12 months, discuss the good things and bad things that popped up and discuss what the employee wants to get out of their job for the next 12 months – how will the employee improve their performance, development and growth?

Key Tips:

– To cultivate employee success, management should implement monthly, quarterly, or half-yearly performance conversations, paired with an EOFY performance review. This will ensure employees are aware of their goals, progress and performance and gives them the opportunity to manage their own strengths and weaknesses throughout the year.

– Management should establish open lines of communication to ensure employees feel comfortable and confident to begin a conversation about their performance if needed.

– In performance reviews, management should provide a balanced conversation, which balances constructive feedback with positive feedback. Where a weakness is identified, options for further training or professional development should be discussed.

Needing some guidance? Our HR Business Assist team can provide you with a range of tips, checklists and a script template to ensure your meetings stay on track. Should you require any of these documents, please contact us for further information.

Contact the team at HR Business Assist on 1300 138 551 or at info@hrbusinessassist.com.au.

No Comments

Sorry, the comment form is closed at this time.