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Policies, Procedures & SafeguardsSeptember 14, 2016
Offering regular feedback to managers and employees, which includes conversations regarding performance and development, are extremely important in helping support continuous learning in the workplace. More specifically, it provides the individual a chance to provide a self-review of their performance, highlighting areas where they excel and areas where more focus should be applied. The meeting should be seen as an opportunity to review the employee/employer relationship, it should be fairly balanced and should not be used as a meeting to criticise the employee. Providing praise where it is warranted lets the employee know that they are valued, and giving examples of ways to improve shows your support in developing skills.
Performance reviews and development conversations can range from a quick fifteen minute one-to-one on how things are going, to more serious and difficult conversations regarding under-performance.
When discussing performance you will need to ask yourself whether the employee is clearly aware of what was and is expected of them. Are they aware of your expectations? You cannot expect the employee to live up to your expectations if they do not know what they are in the first place, so communication is necessary from the onset.
Strengths of the employee should also be discussed and whether they are using this to the best of their ability. If high performers are recognised they become more motivated and deliver greater results. High performers act as role models and help raise performance levels of all employees. It is a fact that recognised performers become more motivated, hence the importance of keeping positive in performance reviews.
Also remember that appraisals should be an opportunity to listen to the employee. It provides them with the opportunity to have their say, voice any concerns and have an open discussion about future career plans. Listen to what they have to say, provide feedback and assist the employee if they believe further training is something they would benefit from or is required to perform their job more successfully.
Regular, constructive performance and development conversations are important to support the success and career progression of employees. These conversations are an opportunity to reflect on what is being done well, should continue, needs to stop and needs to improve. These conversations help employees and managers build a realistic picture of performance and areas for development.
As Australia’s leading workplace relations specialist, Employsure can advise you on common performance review matters and your obligations as an employer. Contact us today on 1300 651 415.