Having never done staff performance reviews in the past, are you thinking now is the time to start? Here’s how to get started and how to do it without sounding threatening.

If you’ve never done them before, you will need to think carefully about why you are introducing performance reviews. If it’s to help them develop as an employee and a person, then go for it. However, if you only want to use it as a disciplinary tool, then forget it and check that the revolving door in and out of your business is in good order – because it will get some use as they depart and the next one comes in.

Having said all that, the key points in a performance review are to discuss how they are going in the job; to receive feedback from their manager; to give feedback to their manager; to decide together what both need to do in order to optimise the effectiveness of the staff member’s work; to review goals set at last performance development and set goals for going forward; to discuss their professional development needs; and to give them the opportunity for action to be taken if their performance is outstanding.

A note regarding the elements to include in a performance review: don’t just focus on the technical or physical work that they do. Include the intangibles such as their attitude, team spirit, general behaviour, customer service, punctuality and so on. In some respects these are almost more important than the actual work. You can have someone who is great at the administrative work they do, but miserable to deal with on a personal or day to day level and everyone walks on eggshells around them. A performance review is an opportunity to address these intangibles – but I would hope that you’re not waiting 12 months to do so if any such negative behaviour should show up.

There are several web sites that can give you some reasonable performance review forms. Look for those that ask the staff member to rate themselves as well as being rated by their manager. Switzer Business Coaching’s Full Spectrum program covers both position or job agreements and performance reviews – as well as every aspect of running a business.

Until next time…

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