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    DK Essential Managers: Performance Reviews
    DK Essential Managers: Performance Reviews
    DK Essential Managers: Performance Reviews
    Ebook119 pages1 hour

    DK Essential Managers: Performance Reviews

    By Christina Osborne and Ken Langdon

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    About this ebook

    Learn everything you need to know to evaluate and enhance staff performance. This helpful guide explains how to prepare and conduct an appraisal session and how to follow up with effective action plans. Practical techniques demonstrate how to motivate your staff, and power tips help you to handle real-life situations and develop the skills to build a committed team. 

    The Essential Managers have sold more than 2 million copies worldwide! Experienced and novice managers alike can benefit from these compact guides. The topics are relevant to every work environment, from large corporations to small businesses. Concise treatments of dozens of business techniques, skills, methods, and problems are presented with hundreds of photos, charts, and diagrams. It is the most exciting and accessible approach to business and self-improvement available.
    LanguageEnglish
    PublisherDK
    Release dateJul 25, 2001
    ISBN9780756662646
    DK Essential Managers: Performance Reviews

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      Book preview

      DK Essential Managers - Christina Osborne

      Understanding the Purpose

      Effective reviewing is at the heart of successful management. Understand how the review process works, and recognize how a well-managed system benefits employees and organizations.

      Developing People

      Regular feedback develops staff and helps them to achieve their objectives. Create an environment in which people welcome continuous feedback, and use the performance review as a formal roundup of these ongoing, informal reviews.

      DK Encourage people to work to their full potential for successful results.

      DK Praise good performance when you see it to motivate people to do even better.

      Providing feedback

      All employees want to know how their performance is viewed by their manager. It is important to provide this feedback continuously, whether it is positive or negative. Proper feedback helps team members identify where they need to improve their skills, knowledge, and attitudes. Even highly successful achievers need feedback to help them sustain their performance. Ongoing feedback improves morale, since people know exactly where they stand, and enables managers to express concerns rather than storing them up.

      Formal reviews

      Formal reviews, held on a regular basis with your team members, are a culmination of continuous informal feedback. If ongoing feedback has been effective, this formal meeting will not contain any surprises for employees, and the atmosphere should be positive and businesslike. There are two parts to the formal review: the performance review and the developmental review. The performance review enables you to gain agreement from an employee on how well he or she has done in achieving objectives, and developing skills and knowledge, during the period under review. The developmental review is aimed at pinpointing what needs to be done in the future to sustain achievement or meet new objectives. This part of the review helps you to continuously improve an employee’s capabilities and prepare them to take on more responsibility. Do the two parts in one review session to emphasize the link between them.

      Getting the most from the review

      An effective review system has many benefits. Use it to:

      Sustain motivation and commitment;

      Continuously improve performance;

      Give direction and agree on expected contributions;

      Set targets in line with organizational and team goals;

      Review development so far;

      Identify training needs;

      Celebrate successes and learn from disappointments;

      Understand career aspirations and assess potential;

      Gather ideas for change.

      DK

      Defining the review

      Effective reviews rely on the provision of regular feedback. This feedback is then formalized in a two-part review of a team member’s performance and development.

      DK Make sure that people know how important they are to the organization.

      Effective reviews

      Think carefully about how you will give feedback both formally and informally. In order to build for the future, it is important to be constructive in what you say and to focus on the future in the way that you say it. Make sure that all feedback is two-way, and that discussions are honest and open. Consider how you will put your points across, since people will react to the manner in which you provide feedback. Bear in mind that criticism can be difficult to take, even when an individual is aware that it is justified.

      Defining Review Types

      There are three distinct types of reviews, each involving a different approach to evaluating performance. Understand the purpose of top-down, peer, and 360-degree reviews, and why self-assessment must feature in them all.

      DK Ensure that staff understand how they will be assessed.

      DK Find out how others in your organization view an employee’s performance.

      The top-down review

      In a top-down review, the employee’s immediate manager, who knows them best, is responsible for their appraisal and has the authority to set a development plan for the future. Some companies adopt a matrix approach in which one manager reviews an individual in terms of their contribution to a specific office or region, while another manager reviews their input to their specific area of work. A human resources specialist, for example, with an objective of putting employees on new contracts, would be reviewed by a manager with human resources or legal expertise.

      Using peer review

      In this type of review, people at the same level review their peers, so that each reviewer can use his or her expert knowledge of the employee’s role and responsibilities to give an authoritative opinion on their skills. Peer review is often used for employees in professional positions, where specialized knowledge of issues such as ethics or technical competence is important. By monitoring colleagues as part of the review process, changes in practice can be fed back to the organization, and improvements made to the way members behave and work.

      Points to remember

      Peer review enables colleagues to act as mentors to one another, helping to improve performance all around.

      The exchange of open feedback among staff must be actively encouraged to ensure the effectiveness of peer review.

      A combination of top-down and peer review is often used to broaden the scope of feedback.

      Understanding the 360-degree review

      In this type of review, the reviewer seeks feedback from everyone who has worked with the staff member, including customers, their peer group, and members of their own team. Generally, the reviewer will send out forms or questionnaires, such as customer satisfaction review forms, and then take comments into account when preparing for the

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