Essay: Performance reviews

A performance review for some people is slightly uncomfortable and worrisome, but is a way of giving you guidance on how well you are doing your job and discussing any negative feedback offered to you. This is a positive way for employers to make decisions on salary increases and promotions, but can also be used to determine whether to keep on an employee. Most managers don’t like performance reviews and would prefer to give feedback on the job – on a regular basis, but their managers above them require them to do so by face-to-face sit downs in a formal setting. The person with whom you have the interview with does exert power over what is being written, because their opinion matters and they have seen what you have done over the past year good or bad, this report is also put into your personal file permanently.
Research has proven that if an employee is prepared for the upcoming performance review it will be more successful for them, the following points should be followed:
Employee’s should be familiar with the performance review process – You need to understand why the organisation has these reviews, mostly to evaluate their employees and give feedback, managers will try to clearly communicate expectations and have an open discussion regarding the employee’s improvement, development and behaviour within the organisation.
Employee’s should prepare their own review – You should go into the review with a list of all the achievements and accomplishments you have reached throughout the year. Try and find points that have benefitted your employer with the hard work you have done i.e. new clients you have introduced, retaining clients and profit increases.
What should an employee take away from their performance review? – It is a learning opportunity and should be considered as a way of taking valuable information from yourself or your reviewer. If you have received valid criticism, try and find ways to improve over the next year whether it is big or small i.e. updating your skills, managing your time better or getting to work on time. You could also make yourself more noticeable to employers so they are more aware of your successes and capabilities.
When an employee receives poor feedback – When you feel that you have received an unfair evaluation you should consider discussing this and responding to it. If you find points that were incorrect make sure you acknowledge these and present any information you have to back up your concerns
Task 2
Name of System / Main Features / Involvement of parties / Advantages / Disadvantages
3600 Appraisal
It is normally used as a learning and development support and its main advantage is that it gives individuals better information about their skills, performance, and working relationships.
Yourself, Subordinates, co-workers and managers.
Anyone who comes into contact with the employee and can provide valuable insights and information. Can develop new opportunities or wage increase if shown to be doing well.
Individuals get a bigger perspective on how they are perceived by others. Take a lot of time, and being difficult to converse with the subordinates.
Can impose an environment of suspicion if the information is not openly and honestly managed.
Performance and development reviews
Provides the opportunity for all staff and their line manager to reflect upon performance and development in the last year and agree objectives and development plans for the forthcoming year.
Yourself, Subordinates, co-workers and managers.
Anyone who comes into contact with the employee and can provide valuable insights and information. Highlighting on staff progress and performance will increase staff motivation.
Appraisal
The goal of an appraisal is to document specific criteria for wage increases, promotions or disciplinary actions, it should also involve ongoing communication, setting achievable goals with clear expectations and having a plan of action for the next period.
A written form should be filled in by the employee. Then attend a meeting with the manager within a formal or relaxed setting depending on the organisation Yourself and your supervisor or manager. Track employee progress against performance goals to identify who is contributing most to the success of your business and reward them for exceptional effort.
Help employees be more successful by providing them with clear goals that support your company’s objectives and encourage retention by creating a pay-for-performance structure that rewards your top performers appropriately. If not done proper, they can create a negative experience.
Can also be a waste of time if not done appropriately
Key Performance Indicators
Performance is happening all of the time so it is necessary to track this performance as it happens. Set objectives and complete them, follow them on a regular or periodic basis. If the objectives are not quantifiable, use thoughtful judgments to write thorough explanations of expected results or desired behavior and adjust objectives as necessary.
Task 3
Preparation for the meeting
• Consider review period.
• Identify an equally convenient date and time to have the review so neither needs to reschedule.
• Reserve a private place to attend the review.
• Have the employee fill in a self-assessment document to bring to the review.
• Identify sources and gather information –
o Job description
o Employee performance summary
o Successes and challenges of employee
o Review last review
o Any other relevant input
• Write your findings regarding the individual’s objectives and development a plan to be discussed at review.
Conduct of the meeting
• Communication and conversation is the most important aspect of the review.
• Start with any agreed goals or commitments that were asked of the employee from the last review, have these been achieved.
• Has the employee encountered any obstacles with achieving goals? Ask Why and How it was dealt with to overcome?
• The reviewer must –
o Listen
o Focus on any noticeable behaviour
o Maintain an ambience of open and honest discussion
o Coach well
o Review all the documents
• Prepare to provide and receive feedback during review.
Setting performance standards
• Speak to the employee about their job description and chat over any measurable goals the employee should set.
• Set SMART Goals for an actionable plan
o Specific – significant, stretching
o Measurable – meaningful, motivational
o Attainable – agreed upon, achievable, acceptable, action-oriented
o Relevant – reasonable, rewarding, results-oriented
o Time-based – time-bound, timely, tangible, trackable
• When your goals are SMART, breakdown each goal into specific set of tasks and activities to achieve your goals. It’s important to regularly review your goals and make changes if necessary, frequent chats with employer and employee builds an understanding as well as openings for coaching and training.
• When your goal is real you will have a better chance of making it specific and measurable and therefore attainable.
• Remember performance standards as a way to evaluate how well an employee is performing and to provide training and coaching for performance improvement
• Conduct a formal performance evaluation that agrees with company policy.
Follow-up to meeting
• Arrange a follow up meeting to review.
• If appropriate, depending on the issue, regularly monitor and provide feedback on an on-going basis, not only at review meeting.
• Identify whether there is anything else you can reasonably do to help.
• Deal with any new issues as they arise.
• Agree further objectives and set next review meeting, if appropriate.
• Consult with your employer reviewer to discuss any further guidance.