When times get tough, it can be easy to let some of your people processes fall away as you concentrate on the basics of the business.
Take the performance review. They can be unpopular, sucking up a lot of time and making employees and managers stressed. So why not skip them?
Because good performance reviews work. They’re an effective way to track people’s progress, provide feedback, gain insight, support development, and align individual performance with company goals, which helps the business achieve results.
They just have to be done well. So here are some tips for getting the most out of your performance reviews:
- Target the right people– Not everyone has to have full, formal reviews. Prioritise the positions that have a genuine opportunity to deliver over-and-above results.
- Focus on the conversation – while documentation serves as a fundamental tool for outlining expectations, monitoring progress, and gauging achievements, it should never supplant candid, two-way interactions with your workforce. Authentic communication remains paramount.
- Keep it simple – structure the review around the objectives needed for success in the role, the skills needed to achieve the objectives, and a development plan that aims to improve skills, reach goals, and help with career development.
- Get the review cycle right – align full-scope reviews to an annual cycle and schedule regular check-ins at meaningful times throughout the year.
- Use software – Leveraging proficient performance review software not only alleviates administrative burdens but also facilitates comprehensive data analysis of employee performance. This tech-enabled approach empowers you to derive deeper insights and make informed decisions.
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