The Do's and the Don'ts!

To end this month's topic of performance reviews, this week we're looking at why performance reviews are important, the purpose of a formal review and useful do's and don'ts when carrying out a review.

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So, whether you call a formal review a performance appraisal, supervision or something else, let’s first look at why they are important.

Why performance reviews are important

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The system of performance reviews will provide the means for you and your team member to jointly review their performance and in doing so it will:

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• help improve your employee's future job performance by identifying strengths and areas for improvement, and determining how strengths can best be utilised and how weaknesses can be improved.
• help reveal problems which may be restricting your employee's progress and causing inefficient work practices.
• encourage regular dialogue between yourself and your team about their work performance which will result in improved communications and clearer direction.
• develop a greater degree of consistency by ensuring that you and your people meet formally and regularly to discuss performance and potential issues.
• assist succession planning and determine suitability of staff for promotion.
• move away from us reacting to an event into preparing for the event.

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The purpose of performance reviews is to

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• ensure an understanding and awareness of the individual/business objectives and the barriers preventing their achievement.
• develop a knowledge and agreement of what is expected of individuals and how their contribution fits into the organisation.
• review the individual's performance, giving a formal opportunity to discuss progress and identify improvements and build on strengths.
• review potential development needs and to predict the employee's future capabilities and how these can be developed.
• review progression and to assess the employee's eligibility to achieve promotion.
• develop individuals so that job satisfaction and job performance is maximised, thus increasing effectiveness and efficiency resulting in the provision of an improved service for our clients/customers.
• ensure we use our workforce in the most effective way.

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Do’s and don’ts when conducting a performance review

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Do

1. Be prepared

2. Set a positive tone

3. Use specific examples

4. Invite self-assessment

5. Focus on development

6. Provide constructive feedback

7. Ensure clarity

8. Be open-minded

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Don't

1. Avoid personal bias

2. Refrain from generalisations

3. Don't compare employees

4. Don't make assumptions

5. Don't overlook achievements

6. Avoid surprises

7. Don't be overly negative

8. Don't rush the process

Our latest blog provides more insights and top tips when carrying out performance reviews, click here to read the blog:?

https://www.thehrhero.co.uk/blog

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And that brings us to the end of this week's newsletter. Remember, as you don your HR Hero cape and tackle the week ahead, we've got your back with the latest news, advice, and support

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Best wishes,

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Kate

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PS. If you’re worried about a problem in the team, or?need help?and?advice about?employing staff or managing people,?then?contact?Your HR Hero?for a free chat:

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https://www.thehrhero.co.uk/get-in-touch

Disclaimer:? Every reasonable effort is made to make the information accurate and up to date, but no responsibility for its accuracy and correctness, or for any consequences of relying on it, is assumed by the author or publisher.? If you are unsure about how this information applies to your specific situation, please seek expert/legal advice.