Performance development review is an opportunity for employees to clearly understand their role, their contribution and effectively they are performing. It also highlights any areas that could be developed further in the future. The performance development review actively recognises the role and contribution of every staff member.
Performance development conversations help managers and employees communicate with one another, providing an opportunity for discussion, exchanging ideas, assisting with individual growth and development aligned with the organizational goals. and ensure that both the employee and the manager have a common understanding regarding performance expectations for the role.
Organisations are beginning to make a conscious shift to a place where the traditional model of the performance review is evolving to become part of a thoughtful and productive two-way conversation about an employee's career development, where both supervisors and employees can discuss what has occurred and how career developments may be fostered and supported over the coming years.
Managers and department heads must hold performance conversations rather than doing a one-way evaluation. Performance development is about helping an employee to grow in his or her career, tapping into the employee’s strengths and adding new skills. The underlying purpose of the development is to enrich the existing job, expand an employee’s capabilities within the organization, help foster the working relationship between supervisors and employees, provides an opportunity to clearly identify performance expectations, as well as improve job satisfaction.
In conversations about performance, both the manager and the employee can identify areas for growth and goals to move forward. associated action plans should have set goals, defined outcomes and time lines. the performance development process is ongoing and largely driven by the employee, with the supervisor as a coach. If managers and employees are confused about the performance review process, they should be able to openly ask the HR department about the procedures and techniques.
During the performance review, managers should discuss the Key Performance indicators to help employees know how they have been doing and what further development or training they need to do to improve. Every employee should have a review, regardless of their role or department they work in. A big part of successful performance reviews and appraisals is being able to communicate well with employees. Managers should have constructive face to face discussions with diary notes about past employee performances.
When conducting performance reviews, managers should:
- Ask employees to complete a self assessment
- Provide a manager's review to the employee
- Give constructive feedback and provide examples when giving positive and negative feedback.
- Write notes and store any employee comments and make sure the final version is on file.