THE PERFORMANCE MANAGEMENT REVOLUSION

 

       Figure 01 : The future of performance review, (Projections, 2021)

TABLE OF CONTENT

                                        1. Why employee performance review necessary?

                                        2. Modern method of Performance Appraisal.

                                        3. Performance Reviews Best Practices.

                                        4.What makes a Good Employee Performance Review.

                                        5. Train your Leaders to give Quality Performance Review.

 1. Why employee performance review necessary?

EMPLOYEE PERFORMANCE

Performance management is an ongoing process of communication between a supervisor and an employee that occurs throughout the year, in support of accomplishing the strategic objectives of the organization. The communication process includes clarifying expectations, setting objectives, identifying goals, providing feedback, and reviewing results (Berkeley University of califonia, 2023).

5 STEPS OF EFFECTIVE PERFORMANCE MANAGEMENT PROCESS

Figure 2 :  steps for effective performance management process (HR Footprint, 2023)

WHY PERFORMANCE REVIEW IS SO IMPORTANT

 Performance reviews are important for both the employer and the employee. It gives both individuals an insight into the current performance of the employee, identifies areas where they can improve or up skill as well as initiating or discussing different ways of carrying out their current role. It goes without saying that you would expect your staff to perform to the best of their ability when they are carrying out their role within your organization and so performance reviews are a great way to assess whether this is being done. Performance reviews can be conducted during a one-to-one meeting; weekly, monthly, quarterly or even annually, depending on how much you benefit from conducting them in your organization (Hegarty, 2022).

  2. Modern method of Performance Appraisal.

According to the Houston, (2022), there are several methods of performance appraisal as follows.

• 360 degree feedback
• management by objectives (MBO)
• psychological appraisalst
• The behaviorally anchored rating scale (BARS)\
  

 💬https://www.youtube.com/watch?v=OViPNtUn8PE

 3. Performance Reviews Best Practices.

 According to the Projections, (2023) Some of the most impactful best practices to implement for an employee performance review include the following:

1. Include both employees and leaders in consistent feedback on a regular basis, rather than the standard annual performance management meeting. This way, your team members don’t have to “wonder” if they are meeting expectations. Receiving real-time, regular feedback keeps everyone up-to-date and aware of their performance.
2. Align your metrics and expectations with your company’s goals. For example, if your business claims to offer world-class customer service, metrics should focus on customer experience feedback. Many puzzled staff members feel frustrated when they are told the company’s primary goal is customer satisfaction, yet they are measured on the speed at which they get customers off the phone or out the door. 
3. Set clear guidelines and expectations for what you expect to see from your team members regularly, whether that be sales goals, timelines for meeting project deadlines, etc. Rather than simply telling an employee that they have been “unreliable” in the past, being able to communicate specific and structured expectations (and consistently provide feedback upon it) will give a clearer picture to team members.
4. Collaborate regularly with your leaders and your employees in order to ensure they are meeting expectations and provide both constructive criticism and positive feedback depending on how they are rising to the occasion. 
5. Make the shift from an annual performance review to a monthly or quarterly conversation to go over performance and goals with a transparent conversation. Neither employees nor managers should feel like it is a one-way conversation: both should equally participate and feel heard and understood!

💬 https://www.youtube.com/watch?v=vf-rlHaeeLA 

REFERENCES

Berkeley University of califonia (2023) Performance Management: Concepts & Definitions. [Online] Available from https://hr.berkeley.edu/hr-network/central-guide-managing-hr/managing-hr/managing-successfully/performance-management/concepts [Accessed 02 May 2023].

Hegarty H. (2022) Why are performance reviews important? [Blog entry] 21 February. Available fromhttps://www.bizimply.com/blog/importance-of-performance-reviews/ [Accessed 02 May 2023].

Houstan K, (2022) 5 modern methods of performance appraisal [Blog Entry] 8 Auguat. Available from https://www.jotform.com/blog/modern-method-of-performance-appraisal/ [Accessed 02 May 2023].

HR Footprint (2023) What are the 5 steps for an effective performance management process.[Facebook] 24 April. Available from https://m.facebook.com/story.php?story_fbid=699958905468165&id=100063621858759&mibextid=Nif5oz [Accessed 02 May 2023].

Projections (2021)The future of performance review [Online] Available from https://projectionsinc.com/abetterleader/performance-reviews/ [Accessewd 02 May 2023].