Employee Performance Reviews
Every small business should consider adopting employee performance reviews as part of its standard personnel policy. While many managers may feel it’s unnecessary and too time consuming for a small company to engage in this practice, there are several reasons why it could make sense for your business.
If you have serious designs on growing your business, retaining good employees should be near the top of your key priorities list. Every aspect of your business needs to be planned and evaluated on a regular basis. A structured employee performance review practice benefits both the employer and employee. It can help the employer justify salary adjustments, promotions, terminations and staff training. It also provides a forum to praise a good employee and offer constructive criticism to an underperforming one. It also allows the employer to take inventory of a particular position and set a plan of action for the next period. From the employee’s perspective, it’s an opportunity to sit down with your manager and find out where you stand. Any good employee wants to be acknowledged for their efforts particularly when they go beyond the call of duty. A good employee welcomes honest, accurate feedback and wants an opportunity to be heard. It’s also a chance to address any issues that have arisen and discuss goals for the upcoming year.
What is the definition of a performance review and what information should it contain? Quite simply, the review is a formal discussion between employer and employee about an employee’s development and performance. It typically takes place annually around the time of the anniversary of the employee’s date of hire. The appraisal measures job performance against previously defined standards as set forth typically in the position’s formal job description. A good performance review creates an organized, documented structure for employee and employer to communicate their feelings relative to job performance, job satisfaction, goal tracking and goal setting. It allows each side to document achievements and establish objectives for the next period.
The review should contain the following basic information: employee’s name, job title, core of responsibilities and employer’s comments relative to specific performance. It should cover strengths and weaknesses and feedback relative to progress made towards achieving specific goals and objectives. It should also contain constructive criticism where needed to assist the employee in his or development. The review should be an open forum and the employee should have the opportunity to comment on the employer’s feedback. The review should focus strictly on job performance and actions and not on the employee’s personality. There are legal aspects to the employee performance review that should also be considered. You may want to consult with your attorney or someone with expertise in employment law.
Perfect Office Placement provides its clients with sample performance reviews as well as free resource topics pertaining to the hiring process. Resource topics include how to interview candidates, how to screen candidates and what questions not to ask a job candidate. We also offer a unique hiring service for general office staff openings that will handle all of the hiring legwork for you while you focus on running your business. Best of all, it’s extremely affordable and guarantees a hire. If you are interested in streamlining the hiring process, call a Perfect Office Placement hiring consultant today to find out how we can help.
Perfect Office Placement
705 North Mountain Road
Newington, CT 06111
(860) 953-8547 (local)
(800) 290-2168 (toll free)
(860) 953-8567 (fax)
