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15 Tips to up your performance management game

08/03/17

15 Tips

All our lives we’ve been measured on our performance. Ballet examinations, math tests, soccer team try outs, even eye exams at the optometrist. We’re used to being judged, graded and compared to others… but it seems that we’re sick of it.

Akin to a 10-year-old practicing kicking a ball in the backyard every day after school, only to be told she’s not good enough for the A team, workers are over being told once a year about their shortcomings.

Approximately 91% of organisations use an annual performance review process of some kind, but employees aren’t always fans. Some of the limitations are perceived as:

  • Untimely
  • Stressful
  • Biased grading from management

How can Human Resource teams up their game with performance reviews?

The following are areas to consider when developing your performance review process for 2017, specifically how to conduct performance reviews and what to discuss.

Process
1. Transition from providing one big evaluation on a yearly basis to more timely feedback throughout the year.
2. Ensure that managers are providing regular feedback to employees with a recording system (see tools)
3. Have employees self-assess
4. Provide peers the ability to collaborate and provide feedback

Company Culture
5. Shift focus from individual achievements to team participation and achievements

Tools
6. Use cloud based HR tools to manage and track reviews, recommendations and progress throughout the year

Evaluation areas to include

Although the push towards a more ‘holistic’ way of conducting performance reviews sounds more relaxed than rigid scoring systems, evaluations still need structure and uniformity across the company. Some areas to include in yearly or more regular performance reviews include:

7. Quality of work produced
8. Billable hours targets met/not met
9. Customer satisfaction/feedback
10. Deadlines met/not met
11. Team participation/collaboration outcome
12. Company values demonstrated

Management Only
13. Team development
14. Work environment created
15. Budget/billable hour expectations met

By moving away from a scoring based system to more real time feedback and opportunities, your employees will be scoring goals in no time. To learn more about Performance Management best practices, take a look at the Pivot infographic, The 10 Peak Practices that Create Meritocracies.

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