About Performance Review:
An annual performance review is an official discussion about an employee’s development and performance. The review is a planning process. It involves reviewing what has been achieved in the last period and setting a plan of action for the next period. List of items discussed during review meeting include key performance indicators, roles and responsibilities, work plans, work conduct, training, learning, financial, non-financial compensation and position descriptions.
Most of the organizations conduct performance reviews. Few conduct once in a year, other conduct quarterly or for every six months. Review is a two-way process, between a reviewer and reviewee. Usually reviews would be reviewed by at least one level of higher management. Some follow 360-degree performance rating systems which include feedback from colleagues, subordinates, co-workers and managers. These days some companies are using computer-based systems while majority are following paper based systems.
Performance Review as Part of Employee Development
In this article, we will be discussing how annual performance review can assist in employee development. I am sure everyone’s first performance review will be exciting and interesting experience to be memorized. Let me share my experience with you. My review was exciting for my manger and myself. At that time there was no formal review system, me being a young and enthusiastic employee, committed to the principles of personal development asked my manager about conducting performance discussion. Fortunately, my manager agreed, and both started preparing list of things to be discussed. Entire discussion went smoothly, and same review process was introduced for the employees in the organization.
A good performance review system helps both organizations and individuals. To avoid problems related to performance reviews; review process should be as simple as possible. I personally do not believe in complicated performance review systems. Document the decisions and actions that occur on a regular basis in formal review especially performance reviews to avoid bias. Nothing should appear as a surprise; a formal discussion should review what both parties have been discussing informally.
Research clearly says that interaction, interest about employee development, performance significantly affect engagement and motivation. Informal feedback, discussions can also be crucial.
Maintaining performance review documents formalizes the planning process. Implementation of the plan is key to the success. Regular training activities need to be organized, development opportunities have to come, and performance needs to be monitored. Once the set targets are meet, management need to monitor, review and offer what is promised for achieving the target. Performance review process may not work if you do once in a year for the sake of doing it.
Entire article explains the main features and requirements of a performance review system.
Over the years, my personal experience in being reviewed and conducting reviews has been very positive. My performance review activities have boosted confidence in me. Despite the negatives of performance review a formal and informal performance review process helps in long run for both individuals and organizations.
What is your opinion on performance reviews?
If you are a manager, and still do not have a performance system in your organization it’s high time that think about it?
Does your organization help employees to grow and develop?