When hiring staff it is important to document the job position to be filled, document the responsibilities and capabilities associated with the role, and clearly communicate these to the individual coming in to your organisation. (We discussed this process in detail in our Staff Recruitment eBook.)
A Performance Review is about taking stock of how the individual and the team they’re operating in is performing to those original responsibilities over the longer term.
When conducting Performance Reviews it’s important that both you (owner/manager/supervisor) and the team member being reviewed come to the meeting prepared.
Based on the responsibilities identified in the job description, you both need to give a rating for each responsibility, using a simple scoring system:
1 = Exceeds expectations
2 = Meets expectations
3 = Below expectations
This must be done prior to the Performance Review meeting – the purpose of the meeting is to compare and contrast your ratings.
Keep in mind that for this meeting to be productive it needs to be a two-way street, not just a means to an end. Give valuable feedback and you’re likely to get valuable feedback, both parties will feel the discussion was worthwhile, and this will ultimately lead to a better work and job outcome.
If you would like support or advice regarding how to conduct Performance Reviews, contact the business advisory team at JPAbusiness for a confidential, obligation-free discussion.
James Price has over 30 years' experience in providing strategic, commercial and financial advice to Australian and international business clients. James' blogs provide business advice for aspiring and current small to mid-sized business owners, operators and managers.