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Performance Review Meetings

Monday 18 September, 2000
Many managers dislike the process of employee reviews. They see them as a necessary part of their role as a manager.

These managers misunderstand that the review process can contribute to improved employee performance as well as gaining a valuable opportunity to improve their management performance.

The purpose of an employee review is not to "fix" behavior once a year. If an employee has poor behavior, less than adequate performance or attitude problems don't wait a year to fix them. Regular on-going coaching can not be replaced with an annual employee review. This process should be a complement to the coaching of your employee. I know managers who have not been reviewed by their superiors in years. So what's the big deal you say?

There are a number of positive benefits to an employee review and there are number of disadvantages to not conducting routine reviews. Let's take a brief look at both.

Advantages of reviews:

  1. They give the employee the opportunity to better understand expectations, standards and rules.
  2. They give the manager an opportunity to "get to know" the employee better.
  3. They give the employee the opportunity to learn what behaviors, attitudes they need to improve or modify.
  4. They send a message to the employee that you care about their performance as well as them as a person.
  5. They can help you chart a better course for the future of the employee.
  6. They can help the manager identify weaknesses and strengths that may not have surfaced on a day by day basis.

Disadvantages of irregular or no reviews.

  1. They send a message that you are satisfied with performance, attitudes and behavior.
  2. They say to the employee they are not important enough for you to take
    the time for a review.

Both of these lists could have been much longer, but I want to close with a thought. The employee review is just one more tool, not the only one, for improving performance. It should be treated as a part of a process of employee development not an event.

Author Credits

Wayne Berry, CEO, Top Gun® Business Academy;Sandringham, Victoria; Ph: (03) 9521 0500; Australia's TOP GUN Sales Coach
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