In today’s workplace, performance reviews should be a regular part of management practice, and not events that occur when an employer is concerned about people’s ability to perform their given duties.
There is a vast difference between a routine performance review and performance management meetings, which are usually part of the process of managing poor performance.
An employer should do one performance review while an employee is on probation (up to 6 months). For other staff members it should be an annual event.
Performance reviews should not be a one sided exercise. The employer should give the employee an opportunity to respond to any issues raised and ask the employee to outline any concerns that are not initially included in the review process.
More About Performance
Conducting Performance Reviews >>
Rewarding Good Performance >>
Managing Poor Performance >>
