Properly conducted performance reviews provide employers and employees an opportunity to assess and evaluate whether all team members (including managers) in a business unit are performing appropriately in their roles and achieving their job deliverables and outcomes.

It also provides an opportunity for the employee to highlight his or her achievements but also to highlight any problem areas so that the problems can be considered and hopefully resolved.

The process facilitates discussion on what the Manager/Supervisor expects from the employee/team member and what workforce development or training the team member/employee needs to fulfil the expectations of a role.

At an individual level, performance reviews are a map of the duties and expectations of the business for an individual to meet the expectations of their role as part of a focus on achieving the business’ strategic goals.

Well conducted performance reviews are vital to team harmony, effectiveness, efficiency and overall business productivity.

Poorly conducted performance reviews can breed discontent and lead to future disputes and disharmony in the workplace.

What defines a good Performance Review plan?

The process should be clearly understood and transparent:

  • Key Performance Indicators (KPIs) of the role should be clear
  • Discussions should be held with an employee/team member on take up or change in a role
  • There should be consultation on the needs of the business and the needs of the employee/team member to meet the KPIs
  • The employee’s performance should be subject to regular review during the year.
  • The review should only be carried out by the immediate Manager/Supervisor who has directly supervised the employee during the full period that is being reviewed
  • Communication regarding the plan should be collaborative rather than instructive
  • It should be flexible enough to allow for unexpected circumstances
  • It should be defined along SMART principles (specific, measurable, achievable, realistic and time based)
  • There should be capacity for an appeal process if either party is dissatisfied.
  • There should be no surprises!

Advantages of facilitated constructive performance review processes and discussions.

  • Minimises disruptions to the business.
  • Improves productivity.
  • Improves workplace morale.
  • Builds stronger teams.
  • Embeds a positive workplace culture.

Often when issues and conflicts arise around performance review processes they are fairly simple to address:

  • Ensure all managers and their teams understand the process.
  • Have clear lines of communication.
  • Train Managers/Supervisors in appropriate use of the process.
  • Train Managers/Supervisors in effective management processes and help them identify their management styles.

CDMC can assist by:

  • Providing an impartial facilitator to assist in discussions.
  • Assisting a joint understanding of what is to be expected of the review process before it commences
  • Allowing both parties to express their concerns.
  • Identify perceived “roadblocks” and common ground.
  • Provide a forum for both parties to communicate with each other.
  • Assist parties to identify possible solutions.
  • Work with parties on an agreed outcome.
  • Provide information and assistance to employers on how to avoid future problems
  • Provide conflict coaching and training for Managers and Supervisors.