It’s time for performance review
For companies whose fiscal year ends on June 30, 2023, the annual performance review process shall begin covering the entire fiscal year (July 1, 2022, through June 30, 2023). The yearly review may become due somewhere in August or September depending upon the practice of the organization.
A performance or work review is a formal, regulated assessment mechanism in which supervisors/managers evaluate an employee’s work performance. The purpose is to learn more about their strengths and weaknesses, offer constructive feedback for skill development in the future, and assist with goal setting.
Whichever methodology you choose for work reviews, a well-planned and executed appraisal boosts employee engagement and sets the tone for creating a culture of feedback and ongoing development at your organization.
Points to ponder on:
i) Focus on a person’s strengths and accomplishments.
ii) Praise and reward good work.
iii) Encourage staff to contribute ideas.
iv) Together produce a plan for their future development.
v) Be honest with the staff. Don’t make promises you cannot keep.
vi) When performance is not up to the standards, counsel the employee and explain what must be corrected.
vii) Write agreed suggestions for improvement.
Answers you should seek in a work review:
i) Parts of the job the employee is best at.
ii) Jobs the employee like doing best.
iii) Most difficult problems the employee has had recently.
iv) Any office procedures the employee thinks should be reviewed along with reasons.
v) One thing you could do to help employees do a better job.
vi) Things to improve staff communication.
vii) Where does the employee see his future in the organization?
viii) What does the employee hope to achieve during the next performance review?
ix) Training that would help the employee to meet their goals.
x) Anything in the job description that has become outdated.
xi) Is the employee happy working in your office, if not, what can you do to help him/her.