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Rating Your Employee Performance

Employee Performance

Ways To Establish Great Employee Performance

Employee Performance

If you employ people in your business, you’re going to be faced with a number of tricky management issues dealing with being late, sick leave, and keeping your staff motivated. Employee Performance reviews can be useful for motivating employees, but only if they are accurate. An inaccurate review, which fails to recognize the employee’s value to the organization, can be worse than no review at all.

If a performance review fails to take note of an employee’s shortcomings, it won’t be taken seriously. If an employee consistently performs poorly, it’s vital to document this, as well as any corrective action that is taken.

Your staff may be genuinely unaware that their performance in some areas is poor unless you tell them. Most employers conduct performance reviews annually, in order to decide on salary increases and bonuses. Because employee performance reviews should build on previous reviews, it’s probably better to conduct them more regularly every 6 months is a good frequency.

All employees and people in general thrive and need feedback. Normal employee performance reviews provide a consistent framework for providing positive reinforcement. Under-performing employees can also benefit. These reviews can identify weak performance areas which will allow you to set clear goals and expectations, and to coach and mentor the employee to improve their performance everyday.

It is important and you as an employer need to concentrate on measuring performance, and not on quirks of personality. The performance review should relate directly to the employees job profile your employees do have job profiles, or job descriptions. The job profile should identify the Key Performance Areas for the job. Be mind of how you rate and classify your employees