Assessing Performance

We delve deeper into our performance management series by looking at the formal and informal performance assessment techniques used.

Informal performance assessment

Informal ways of assessing performance on a daily basis includes:

• Observation
• Feedback from other staff, departments or customers
• By engaging in daily conversation with the employee (are they motivated and focused at work?)
• Through productivity or sales reports
• Number of mistakes/errors made by the employee

Formal employee assessment includes:

• Conducting probation interview
• Conducting performance reviews
• Conducting performance counselling sessions

Probation Interviews

Probation interviews are conducted during the staff members first three to six months in a role. They provide the opportunity for the staff member and their manager to sit down and formally discuss how well the staff member is integrating into the workplace, if they are meeting the required performance level and if any retraining or additional assistance is required. Topics to be discussed in a probationary performance review could include:

• Quality of work
• Quantity of work
• Technical skills
• Client skills
• Team work
• Reliability
• Frustrations or concerns
• Will the performance contract continue?

Performance Review Templates

Formal performance reviews should be conducted at all levels of the organisation on an annual basis at a minimum. Companies who are serious about driving a high performing culture conduct reviews on a six monthly basis.

When designing performance review templates:

• It is recommended that generic templates are used for each level of responsibility. For example templates should be designed for front line staff, supervisors, mangers and senior executives.
• Front line staff templates will focus on technical expertise, productivity levels, consistency in work, following instruction and reliability.
• Supervisory and line managers will focus on managing expenses, leading and directing a team, championing customer service and organisational skills
• Senior manager and executive roles will focus on strategic planning, financial and business acumen, facilitating change and leading and inspiring others The performance review should be assessing whether the staff members performance is aligned to achieve the organisations business goals.
• An emphasis should be made on whether the staff member actively supports the organisation’s culture and brand message An up to date job description should be reviewed during the performance review

Peformance Counselling

Performance counselling is a formal assessment undertaken when a staff member is not performing at the required level or when the staff member is not supporting the company code of conduct.

• An unbiased investigation needs to be made regarding why the performance counselling is required The staff member has the right to tell their version of events and/or explain their behaviour
• The counselling session needs to address specific behaviours
• Only factors relating to the actual job performance should be measured , not factors outside their control

Need help conducting performance reviews? Reach out today! Contact (07) 4051 737 or send us an email at hr@hrdynamics.com.au