How to Conduct a Performance Review

 The time of year you select to conduct performance reviews is important. Peak periods should be avoided as you need to be able to give each employee the attention they deserve. It is worth noting that the process of reviewing employee performance should be ongoing. Aim to discuss each employee’s development with them as and when issues arise, rather than putting it off until a formal review. This keeps the lines of communication open, as it helps to ensure that nothing in a formal performance review will come as a complete surprise. Making regular notes throughout the year of each employee’s performance will allow you to accumulate information that can be discussed during the reviews. Details of any new qualifications gained by an employee, participation in seminars, industry conferences or courses, or involvement in special projects should all be recorded on file. This will allow for more in-depth discussions and give you a more rounded picture of the employee’s contribution and professional growth since their last review. Preparing for performance reviews Prior to each meeting, draft an agenda to follow. Key points to be covered should include: Each employee’s goals or KPIs and how well they have met these Areas where they have excelled Areas where improvement is needed Remind your employees to assess their own performance too. Self-analysis can be as simple as considering the goals each employee achieved – or missed. Or consider asking staff to complete a more formal “SWOT” analysis by addressing: Their strengths and weaknesses Opportunities they have taken advantage of to enhance their performance Any threats that have impacted or may impact their performance This can also be a good way to identify issues in your workplace that you may be unaware of, or highlight the need for staff training in particular areas. During the performance review, typical points to address can include: The employee’s quality of work and ability to meet particular metrics Dependability and punctuality Leadership, communication and team skills Progress made towards personal career goals Innovation and problem-solving skills Importantly, establish a follow-up strategy for each staff member. Conclude the review with a discussion about the employee’s goals and career aspirations, and develop a plan to achieve these. This lets your employees know that your company is invested in their personal career growth.