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Some companies are moving away from using a performance review. The issue with these reviews is if they become the only or major source of manager-worker discussion.
A good performance review has 3 major pieces:
It should identify employee’s good behaviors and results the employee carried out in the previous time period. In addition, it should lead to improved results and increases in employee’ performance.
When the review is completed, both parties should be clear on and agree to the direction both will take going forward and expected outcomes. Moreover, it should schedule subsequent followups – kind of mini reviews. Measuring performance and giving feedback shouldn’t only be a once per year big event.
It’s true that loyalty results when the manager and employee form a partnership approach. An ongoing performance review process builds a relationship and connection between the manager and team member. It makes it easier for an open and honest discussion when a difficult situation arises.
Surveys point out nearly half of HR professionals don’t believe an annual performance review assesses employees’ work correctly. But, it’s even more unfortunate that over half of employees also don’t regard reviews as accurate. Likewise, almost 54% of employees don’t believe an annual performance review motivates their performance.
Managers can’t make this a one time a year review of results. So, follow-up after the review is critical. Feedback by both parties should be continuous to make the annual performance appraisal most helpful.
Interested in a meeting with us this summer? We can discuss how Flexicrew Staffing can help your business with temporary worker recruitment, temp-to-permanent, or direct hires. We cover technical, industrial or clerical areas. Feel free to contact us.
Contact Flexicrew today for more tips or ideas on creating change in your work place, . We can help you to develop your work team and grow your business.