A key ingredient for performance reviews
An area that always creates discussion is that of performance reviews for the team. Now if you want detailed templates and systems I would strongly recommend that you visit Heart Harmony where Ingrid Cliff has a very good Performance Review manual. This post is about an important element of performance reviews that I believe is handled poorly.
For there to be a true review of performance at some future point then both parties need to know exactly what is expected. How can there be a true review of performance if both parties have different ideas of what was expected.
It is a must that there are Key Performance Indicators in place from the outset that both sides clearly understand. There does not need to be a lot of KPI’s but just a few KPI’s that match the employee or team effort to the desired customer outcome. Without correct measures then it is purely a subjective performance review which usually means that the staff member will feel upset.
Importantly these KPI’s need to be directly related to what is important in the customers eyes. Don’t just use KPI’s that the employee cant influence or are just taken from the accounting data.
The team needs to understand what the management defines as success and what will be rewarded.
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