A Quick Way To Improve Your Performance Review
A good Performance Review is a
great opportunity if done correctly, to motivate your staff.
If it is not motivating them, then both you and they are missing
out. To motivate your staff you need to give an accurate
review of their strengths and weaknesses, recognising their value
to the organisation, as well as their shortcomings.
Communicate and
Document
As a Manager, you will have to
deal with certain difficult staff issues such as punctuality,
sickness, motivation, deliveries etc. If after addressing these
with the employee they continue to perform badly, it is important
that you keep these documented along with any actions taken to
correct them.
Remember, if you don’t tell
staff of their behaviour and performance, either bad or good, they
can be unaware of it and therefore either not improve or not
maintain it.
Regularity Helps Improve The Review
Regularity Helps Improve The Review
Performance Reviews are usually
conducted annually, as they are used to decide upon bonuses and
salary increases for staff. However as they should be used to
develop and expand upon the employees former Reviews, it would be
better to hold them more regularly, for instance every 4 to 6
months.
Feedback from Reviews benefit the staff in a positive way, allowing expectations and goals to be set, weak and strong areas to be identified and the employee to gain the coaching and mentoring that they need to improve. The employees performance and not personality needs to be measured.
Measures
Feedback from Reviews benefit the staff in a positive way, allowing expectations and goals to be set, weak and strong areas to be identified and the employee to gain the coaching and mentoring that they need to improve. The employees performance and not personality needs to be measured.
Measures
The Reviews need to relate to the
employees Job Descriptions, which should show Key Performance Areas
for the job which they carry out. These Areas should be as
measurable as possible in order to determine whether the employee
is carrying out the job properly. An example of these Areas
are number of customer complaints and compliments,
but you must remember that you do have to keep
accurate records of all of these.
Performance Review forms for every
employee need to be set up, listing all necessary Key Performance
Areas relevant for their job. You should also have a matrix
drawn up, for the recording of performance in each area, for
instance Poor, Satisfactory, Good, Very Good and
Excellent.
And a final
word.
When assessing a member of staff, it is
important that as far as possible they agree with their Assessment.
If they are happy with what has been said, they are more likely to
try and improve on their areas of weakness and maintain their areas
of strength!
© 2009
