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 include:
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, managers 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
Performance 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 hello@hrdynamics.com.au
