290 likes | 505 Views
How to Conduct Effective Performance Reviews. Session Objectives. You will be able to: Identify the importance and benefits of Performance Reviews Assess and prepare necessary documentation Set motivational performance goals Plan for effective appraisal interviews
E N D
Session Objectives • You will be able to: • Identify the importance and benefits of Performance Reviews • Assess and prepare necessary documentation • Set motivational performance goals • Plan for effective appraisal interviews • Conduct fair and beneficial reviews • Avoid discrimination charges
Session Outline • Importance and benefits of reviews • Avoiding discrimination • Measuring and documenting performance • Setting performance goals • Preparing for and conducting performance reviews • Dealing with different levels of performance
Why Reviews Are Important • Recognize accomplishments • Guide progress • Improve performance • Review performance • Set goals • Identify problems • Discuss career advancement
Performance Review Benefits • Reviews offer the company: • Documentation • Employee development • Feedback • Legal protection • Motivation system
Performance Review Benefits (cont.) • Reviews offer employees: • Direction • Feedback • Input • Motivation
Reviews and Discrimination • Title VII • ADA • Other fair employment laws
Discrimination (cont.) • Failure to communicate standards • Failure to give timely feedback • Failure to allow employees to correct performance • Inconsistency in measuring performance • Failure to document performance objectively
Performance Review Background • Questions?
Performance Review Forms • Define performance expectations • Describe measurement tools • Use a rating system • Cover specific examples • Set measurable goals
Measure Performance • Measurement systems need to be: • Specific • Fair • Consistent • Clear • Useful
Measure Performance (cont.) • Systems can be: • Numerical • Textual • Management by Objective (MBO) • Behavior oriented
Document Performance • Make sure documentation is objective • Document performance of all employees • Provide complete and accurate information • Document performance on a regular basis
Set Goals • Based on job requirements • Realistic • Measurable • Observable • Challenging • Prioritized
Employee Input • Employees take an active role: • Setting goals • Designing action plans • Identifying strengths and weaknesses • Employees participate in the performance review meeting
Preparation • Employees: • Review performance • Think about new goals • Supervisors: • Review performance • Complete written appraisal • Think about new goals • Schedule time and place
Start the Meeting • Lay out agenda • Encourage input • Give good news first • Discuss impact on compensation
Presentation Tips • Focus on job performance • Give objective examples • Invite responses • Listen actively • Create “we” mentality
During the Meeting • Review performance: • Based on previous goals • Discuss strengths and accomplishments • Identify areas for improvement • Set goals: • Based on company goals • Build on areas that need improvement
End the Meeting • Encourage good performance • Lay out action plan • Communicate outcome of goals not met • Confirm understanding
Review Process • Questions?
Continuous Feedback • Formal reviews • Informal reviews • Open communication
Recognize Good Performance • Verbal • Public • Tangible • Monetary
Identify Poor Performance • Act early • Take the right approach • Deal with employee reaction • Handle continued poor performance
Discipline Poor Performance • Recognize problems • Talk with employee • Follow company policy
Handle Hard Cases • Reviewing highly emotional employees • Rating former peers
Key Points to Remember • You must conduct objective reviews on a scheduled basis • Reviews tell employees how they’re doing and how they can improve • Reviews help create a system of motivation and rewards based on performance
Thank You for Participating! If you have further questions, please contact: Elaine Johnson, HR Director 949-862-6563 Tania Torres, HR Director 949-862-6564