How to Review Employee Performance
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The document outlines a webinar focused on employee performance reviews, addressing frequency, approach, and goal setting using SMART criteria. It includes quotes from performance appraisals and encourages businesses to use the Bizsmart services for support and growth. Additional resources such as blogs and recordings are available for further learning.
How to Review Employee Performance
- 1. There is a link at the end of this deck to the associated blog and webinar recording. How to Why? When? What? How? This Webinar will cover both the frequency and approach to be taken when reviewing the performance of your employees.
- 2. Reviewing the Performance ofReviewing the Performance of your employeesyour employees
- 4. What is a…….What is a…….
- 5. Study by Office Angels:Study by Office Angels:
- 6. V
- 7. Real quotes from Appraisals “…works well under constant supervision and cornered like a rat in a trap” “…he would be out of his depth in a puddle”. “…She sets low personal standards and then consistently fails to achieve them”. “…This employee should go far and the sooner he starts the better”
- 9. LINKING APPRAISALS TO MONETARY REWARD:-
- 10. Starting and ending the meetingStarting and ending the meeting
- 11. The AppraiseesThe Appraisees What may they be nervous of? How can we overcome this?
- 12. GOAL /OBJECTIVE SETTING What is an objective/goal? What makes a good objective/goal?
- 18. BizSmart aims to help business owners of small and medium sized businesses to create value and scale their businesses through sound practical business support by providing insight, Clarity combined with a real determination to help you succeed. You can access webinars and presentations like this and more besides through our SmartRoom service here You can read the associated blog and listen to a live recording of this presentation by clicking here You can read Sara’s profile here
Editor's Notes
- #5: A summary of a person’s work and performance over a given period, leading to setting of aims and objectives for the next period.
- #6: “25% of employees start looking for a new job within 2 weeks of a bad appraisal, and 40% begin the search within one month”
- #7: An appraisal is not the time to be discussing unaddressed performance issues that have happened months earlier. Deal with performance issues immediately!
- #9: Plan in advance Ensure each party knows the purpose of the meeting Ensure each party can prepare in advance Private uninterrupted area Summary of performance in given period Review of existing goals/targets and setting of goals/targets for future
- #10: PITFALLS Only do enough to get increase. Objectives have to be carefully designed to ensure achievable and that they will last for the period the appraisal is for Becomes emotive or can be a demotivator Make sure you have the budget to deliver! POSITIVES: Employees see results of their hard work Share in company’s success Can become more involved and engaged in their work Money is a motivator!
- #11: An opening statement should: Encourage the employee to participate Relax them Explain the format Outline the objectives Set reasonable time frames A closing statement should: Explain how the appraisal should be used in future Relax them Set informal review date Assess the interview Encourage the employee Summarise
- #12: What may they be nervous of? Fear of the unknown Annual telling off Previous bad experience Prejudice Inability to accept criticism Fear of formality Purpose of meeting Not being able to express your views How overcome: Self-appraisal form Structured meeting so you will have the opportunity to have your say Objective discussions in line with your job 2-way process - you can ask questions No surprises
- #13: Business objectives are a way for organisations to define it’s goals and direction
- #15: Should encourage employees to develop Raise their morale and motivation Improve their performance Should be given informally on a regular basis
- #16: Where possible, feedback should… Be given immediately Be specific Give examples of what the person did Seek a response Suggest improvements Leave the choice of whether to change behaviour to the individual Speak in an adult to adult way, not condescending Include targets for improvement
- #17: Appraisal guidance notes Self-appraisal forms to be given in advance (example provided) Appraisal form completed in advance by you Job description agreed during the meeting Action plan/PDP agreed