Re-Thinking Uninspiring Performance Reviews

Performance management is an ongoing discussion in HR. Not least because satisfied staff are far more likely to stick around than those who aren’t. Most organisations utilise performance reviews to keep their staff motivated and structured; but how effective really are they? Too often employees leave reviews feeling less motivated and misaligned with the work they are really doing. To ensure management are making the most of their performance reviews, try these steps.

Regularity

The consistency of performance reviews can be the make or break between having a relevant discussion and an outdated one. If management find themselves struggling to remember what objectives they actually set their staff and therefore if the individual has met their targets or not, the reviews aren’t happening frequently enough. This works two ways, employees who wait too long for their review will find their objectives outdated with their current workload and will need to reflect upon successes or mistakes which happened months previous. Consider how frequently and manageable it is to hold reviews on a more frequent basis and implement this where possible.

Re-assess