Why performance reviews are important for employees?
Performance evaluations are a key part of any organisation's human resource management strategy. They help you identify individuals who need additional training and support and also provide a basis for rewarding positive behaviours and improving negative ones. In addition, performing regular employee evaluations helps you keep track of how well each individual is performing and, ultimately, helps you retain top talent.
What is the link between performance review and learning and development?
Learning and Development is the process of developing employees through training programs. Companies use learning and development to increase employee skills and knowledge, which results in higher productivity. Performance reviews allow managers to evaluate the progress of each team member and provide feedback and suggestions for improvement. This helps employees become better at what they do and allows them to grow personally. Manager, who knows their employees will be successful in their jobs, has a much better chance of improving their company's overall performance.
What are the performance review process steps?
Performance reviews involve gathering information about how well one employee performs their job and giving feedback on it. Performance reviews aim to help employees grow in their careers while avoiding negative situations such as poor performance, lack of motivation, etc. Performance reviews usually include four basic steps:
- Define what needs improvement for each individual.
- Give formal feedback to the employee.
- Discuss issues raised during the conversation.
- Determine a plan to resolve these issues.
Why do employees disagree with performance reviews?
If you ask any HR specialist about employee disagreements with performance reviews, they will tell you that it is one of the biggest problems in organisations today. The main reasons why employee disagrees with performance reviews are because:
- They do not understand the review process and what is expected from them during such meetings.
- They feel offended by being evaluated.
- Many of the feedback shared by the managers surprises the team members.
- They are afraid of losing their job.
Performance review self-assessment or employee comments
Your performance reviews should be based on actual performance against what was expected, your contribution to the company's performance, and your potential for future development and growth. The objective of the self-assessment is to help managers understand your maturity in identifying your own strengths and areas of improvement. In addition, your self-assessment will help to quickly bring you and your manager on the same page and sketch a development plan. During your performance review, focus on the areas where you need improvement. If you don't feel comfortable raising these issues with your manager, give them feedback directly. Tell them how they could better support you in your role. Ask them questions about career paths or training opportunities. Make sure you provide examples of when you've been successful or unsuccessful in similar situations.
