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Published byEdwin Rich Modified over 9 years ago
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How to Conduct Effective Performance Reviews
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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
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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
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Why Reviews Are Important –Recognize accomplishments –Guide progress –Improve performance –Review performance –Set goals –Identify problems –Discuss career advancement
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Performance Review Benefits Reviews offer the company: –Documentation –Employee development –Feedback –Legal protection –Motivation system
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Performance Review Benefits (cont.) Reviews offer employees: –Direction –Feedback –Input –Motivation
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Reviews and Discrimination –Title VII –ADA –Other fair employment laws
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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
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Performance Review Background –Questions?
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Performance Review Forms –Define performance expectations –Describe measurement tools –Use a rating system –Cover specific examples –Set measurable goals
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Measure Performance Measurement systems need to be: –Specific –Fair –Consistent –Clear –Useful
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Measure Performance (cont.) Systems can be: –Numerical –Textual –Management by Objective (MBO) –Behavior oriented
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Document Performance –Make sure documentation is objective –Document performance of all employees –Provide complete and accurate information –Document performance on a regular basis
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Set Goals –Based on job requirements –Realistic –Measurable –Observable –Challenging –Prioritized
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Employee Input –Employees take an active role: Setting goals Designing action plans Identifying strengths and weaknesses –Employees participate in the performance review meeting
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Preparation Employees: –Review performance –Think about new goals Supervisors: –Review performance –Complete written appraisal –Think about new goals –Schedule time and place
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Start the Meeting –Lay out agenda –Encourage input –Give good news first –Discuss impact on compensation
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Presentation Tips –Focus on job performance –Give objective examples –Invite responses –Listen actively –Create “we” mentality
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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
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End the Meeting –Encourage good performance –Lay out action plan –Communicate outcome of goals not met –Confirm understanding
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Review Process –Questions?
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Continuous Feedback –Formal reviews –Informal reviews –Open communication
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Recognize Good Performance –Verbal –Public –Tangible –Monetary
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Identify Poor Performance –Act early –Take the right approach –Deal with employee reaction –Handle continued poor performance
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Discipline Poor Performance –Recognize problems –Talk with employee –Follow company policy
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Handle Hard Cases –Reviewing highly emotional employees –Rating former peers
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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
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Question & Answer Session
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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
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