Performance Reviews - A Guide for Managers
For many employers, performance reviews may be just around the corner! A lot can happen and change in a year, which is why it is important to put time and effort into a performance review. Not only will it help you and your team look back and reflect on performance, but it will also allow you to talk about the opportunities ahead and set clear goals for your employees in the future.
We understand that sometimes performance reviews can be stressful for both the manager and employee, so we have developed a guide to help you navigate the performance review to make it your best one yet!
Follow the NOW WHERE HOW approach
NOW | WHERE | HOW |
30 Minutes | 30 Minutes | |
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Review Meeting – Tips and Tricks
- Start by asking how the person is feeling, i.e. ‘are you happy at (your business’s name)?’, ‘how do you think you have gone over the last six months?’, ‘how are you feeling about this review?’
- Try opening with a theme of the meeting, i.e. give some context around how the discussion will go and how the staff member has performed over the last six months
- Ask the staff questions as you go, i.e. ‘what are your thoughts about this section?’, ‘any comments?’, ‘does that sound clear?’
- Have a positive attitude at the start of the meeting to ensure the staff member feels relaxed
- Have confidence in what you say and always have examples ready
- Ensure your key messages are clear and concise
- State your positive point first and then move to the constructive points
- Avoid talking over the staff member when they are speaking
- Discuss salary at the end of the review even if the staff member did not receive a pay rise as this will ensure they are not left with any questions regarding whether or not they received a salary increase
- Ask the staff member how they are feeling at the end of the review meetings and clarify any questions they may have
- Ask the staff member if anything came as a surprise during the review meeting
- Ask the staff member if they have any goals they would like to add
- Discuss the staff members career goals as well as their financial goals in the future
- Ask the staff member if they have any feedback for you or the business
Post Review Meeting – Tips and Tricks
- Check-in on your staff member post the review meeting
- Ensure the staff member has booked in a check-in date to review their goals
- Keep the conversation going with you staff member over the next six months to avoid any surprises in the next review period
We are always here to support you with your human resource needs. If you require any advice regarding your performance review approach, please do not hesitate to contact Lily Carafa on (03) 9069 7700 or lcarafa@mgidc.com.au
Lily Carafa
Lily Carafa is the HR Advisor at MGI Dobbyn Carafa. Lily specialises in general HR Advisory and is passionate about providing advice to businesses regarding their HR policies and procedures.
