Here is the inside scoop for doing the easiest set of performance reviews you have ever done. Listen up, it’s going to go quick and it very much reflects the K.I.S.S. theory.
Steps to creating your own easy, no fuss performance review:
- Get a sheet of paper.
- Draw three columns evenly across the page.
- Add a title to each column at the top, with a plus sign ( + ), plus and minus sign (+ / – ) and a minus sign (-).
- Write the names of your team in each column, making judgement if each person is company positive, company neutral or company negative. See below:
Company positive (+) people:
For the people you judged as company positive, reward them with positive reinforcement that they are doing a good job. These are the people you consider for a promotion, wage increases and training and development opportunities.
Your job as a manager is to keep these people engaged and happy, and retain their services.
Company neutral (+ / -) people
Company neutral people are an interesting bunch, and most likely your largest pool. The discussion with these people is to see how you can get them to the positive list. What will enable them and what roadblocks need clearing.
Consider these people for mentor alignment and training programs that will unleash their hidden potential. These people are often improved through encouragement and explanation of how to get to the next step, so be a good manager and tell them how!
Check-in regularly with these people as they will show the greatest fluctuation in performance.
Company negative (-) people
Explain to them.
As a manager your job is to get the best utilisation of its resources. If you have people in this category you need to be working out how to quickly move them up or move them out.
Explain what it is you need them to do and how this impacts the company, and then monitor their performance closely. After clearly explaining, give them a period of time to adjust and improve.
They need to be moving onto the neutral list quickly!. Training can be considered (but be careful here as you do not wish to be throwing good money at bad decisions).
Make a judgement call on whether they ‘get it’ or their competence /capability has been incorrectly assessed when the person was recruited. If they don’t improve you need to move them into a formal performance management, warning the employee that termination of their employment may be a possibility if there is lack of improvement.
Be quick here. Time is money, and the longer any of your people stay, the more they cost you – financially and through morale.
So there it is!
A simple and effective way to split the team into company positive, company neutral or company negative. Once that is complete be sure to have an authentic conversation built in around the concepts of Retain, Train and Explain.
Who said performance reviews needed to be hard?
If you want to know more on performance reviews or performance management, call us on 1300 092 887!
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