How To Improve Staff Reviews

Make Your Appraisals More Effective ??

Appraisal time is a golden opportunity, giving managers the chance to connect with staff in a meaningful one-to-one conversation that’s not usually possible during the busy working day.

A review setting allows managers to step away from immediate tasks and create a dedicated space for open, employee-focused dialogue. This unique environment encourages staff to provide their perspectives, voice any challenges, share feedback and set clearer goals in line with the company’s objectives.

By rethinking the way you approach reviews, you can turn them into a powerful tool for increased trust and collaboration, to support continuous employee improvement and achieve the best performance-related outcomes.

How Often? ??

Yes, it takes more time - but shifting away from the traditional, sometimes dreaded, annual review model can greatly improve team motivation, focus and outcomes.

? Regular appraisal sessions keep feedback timely, relevant and actionable. It’s easier to build trust, issues don’t get bottled up or ignored, and goals become more achievable.

? There’s no right or wrong timeframe for scheduling reviews, and this should be determined by the nature of your business and the employee life cycle. Flexibility is key.

• New Employees: schedule more frequent reviews during onboarding and probation, to ensure expectations are clear and that progress is on track.?
• Returning Employees: for staff coming back from long-term absence, regular check-ins help address challenges early and track their reintegration or progress.
• Project-Specific: personal reviews allow enough individual space and support to ensure everything’s on track and to identify if additional resources are needed. Issues can be addressed early and strategies adjusted.

Performance Review Essentials ???

Facilitate a two-way discussion to share insights from both manager and employee perspectives. Stay structured and focused for the best results.

Key Responsibilities and Objectives:

Key Responsibilities and Objectives:

• Set specific goals and targets for each review period.
• Guide your goal setting by using personalised SMART targets: Specific, Measurable, Achievable, Realistic and Timely.

Performance Summary:

• Assess progress made towards previously agreed-upon objectives.

Goal Evaluation:

• Highlight achievements and strengths.
• Identify areas for improvement.

Core Competencies:

Rate performance on critical skills relevant to the role.

Development Needs:

• Identify training or offer constructive support required to help employees improve and grow.

Action Plan/New Goals:

• Set fresh objectives for the next review period and agree on a clear action plan.

Key Considerations

?? While not mandatory, performance reviews are widely used by businesses as best practice to enhance team performance.

?? Employees are generally expected to participate and engage in reviews. Outline expectations clearly in employment agreements.

?? Routine reviews aren’t subject to the same rules as grievance or disciplinary meetings, but flexibility in granting requests to be accompanied can help foster trust.

? Simplify Your Performance Management Process ?

WorkSmarter’s powerful Performance Management software eases the pressure on busy managers, saving so much time and effort.?

?? Ready-made templates: create, customise, edit and save for effortless convenience.

?? Schedule Reviews: automated processes let you streamline and plan every employee's individual appraisal ahead of time.

?? Set clear targets: create SMART goals, track progress, provide the right training and support when it's needed.

?? Integrated and accessible: organise, update and keep track of all your sensitive employee information, safely and securely.

One intuitive, easy to use platform streamlines your entire review process while ensuring compliance with UK HR legislation.

?? Book a demo today.