Employee performance reviews are necessary for growth and improvement in the workplace. management and team leaders must complete performance reviews so that employees can understand their key strengths and potential blind spots. Employee performance reviews help identify the training needs of a team, identify organisational problem, and ensure that
Employee performance reviews are necessary for growth and improvement in the workplace. Management and team leaders must complete performance reviews so that employees can understand their key strengths and potential blind spots. Employee performance reviews help identify the training needs of a team, identify organisational problem, and ensure that the job/position description is up to date and accurate.
A performance review is the process whereby a manager's assesses the overall performance of each employee and forms a vital component of performance management. The purpose of the performance review is to give managers and supervisors key insight and understanding into the overall strengths and weaknesses of the workplace. Performance reviews can develop communication between the employee and the manager, improve the quality of work, increase productivity and promote employee development.
The performance review usually has what is known as “rating categories”. Depending on the department, role or job title, these rating categories will differ from employee to employee. Each category will reflect how the employee has done over the given period and areas in which the employee can improve.
The traditional performance review usually occur on an annual or bi annual basis. However, in order to be as effective as possible, performance reviews should be happening on a regular occasion. Some companies, like Adobe and Accenture, have dropped the annual performance review as it is can be seen as doing more harm than good.
Managers will only be able to remember events and occurrences from a couple of weeks back and will base their entire performance on this one specific event. This will create a skewed perspective of the employee's performance, as the manager will base the entire year performance on one event. Not only is this an unfair assessment, but detrimental to the employee's growth and professional development.
Below is an example of a traditional performance form:
|Department:||Employee job title:|