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Performance Reviews & Appraisal - Information and Training by Pathway Group


Performance Reviews & Appraisals looks at why reviews and appraisals are important and how they should be conducted. …

Performance Reviews & Appraisals looks at why reviews and appraisals are important and how they should be conducted.

Pathway Group provide business management training focusing on coaching, mentoring and leadership. For more information about the courses that we offer please call: 0121 707 0550 or e-mail:

For more business advice please visit:

Published in Business , Technology
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  • 1. Performance Reviews/Appraisals: Why Should We Do Them & How Do We Do Them Well?
  • 2. Why are performance reviews/appraisals important?
  • 3. For many managers (and employees) the performance review process is not an enjoyable one, many don’t feel it is worthwhile, and research suggests that some managers and employees feel it is a waste of time or a box ticking exercise.
  • 4. Yet, what could be more important to a business, than ensuring that your staff are performing at a high level on a consistent basis, and that the effort they are putting in, is aligned with the goals of the company? Probably very little, but through a lack of understanding of the performance review process, and a lack of training, many businesses have dysfunctional performance review processes.
  • 5. A performance review or appraisal is a review and discussion of an employee’s duties and responsibilities. The performance review is an objective process based on the achievements of the employee. The target of the performance review or appraisal is to identify areas for improvement or growth in performance, training needs and to align the individual’s goals with those of the organisation. What is a performance review?
  • 6. While this often takes the form of annual appraisal meeting, effective performance reviews are an ongoing process and dialogue between the manager and employee. Successful performance review or appraisal processes depend on a two way dialogue between manager and employee where the manager is constructive and objective, and the employee is willing to learn and develop. What is a performance review?
  • 7. An effective performance review process consist of: • Ensuring day to day activity is aligned with business goals. • Being clear about performance expectations. • Documenting individual performance in a uniform and structured way. • Creating a focus on training and development.
  • 8. There are a whole range of benefits for organisations, managers and employees of an efficient and well run performance review system, some key benefits are: Why should we have a performance review/appraisal process?
  • 9. • SMART goal setting along with regular measurement of success, contributes to the businesses’ success. • Creates an environment where employees can be rewarded for exceptional performance. • Increases motivation as employees feel their work is contributing to business success. • Identifies skills gaps. • Increased staff retention. • Clarity of accountability (so jobs don’t get missed). Why should we have a performance review/appraisal process?
  • 10. • Wasted time and resource through misaligned goals and objectives. • Low employee engagement and motivation. • High staff turnover. • Low morale as there is less opportunity for top performers to demonstrate their growth and ability and be rewarded for it. Looking at it another way, what are the issues created by a poor performance appraisal system?
  • 11. • Difficult to make training and development decisions. • Annual only reviews will not identify issues early enough. • Lack of documentation may create legal issues. Looking at it another way, what are the issues created by a poor performance appraisal system?
  • 12. 1. SMART Goals Using the employee’s job description and responsibilities, we need to ensure that we are setting Specific, Measurable, Achievable, Results Orientated and Timed goals. Measurability and time orientation are very helpful to both employee and manager as they allow success to be tracked and set clear milestones along the way to review them. What does a successful performance review look like?
  • 13. 1. SMART Goals Continued Setting achievable goals means staff retain motivation as they don’t lose interest in impossible targets, and having them results orientated means that the staff member can see that their goal contributes to the overall success. What does a successful performance review look like?
  • 14. 2. Planning Working together, manager and employee should use the agreed goals to create action plans as to how they are going to be achieved. This process is vital as it will identify any obstacles in the way of achieving the goals – an example is skills where we can then identify training and development requirements. What does a successful performance review look like?
  • 15. 2. Planning Continued For all major goals, a clear action plan should be in place. Once this is in place, this document creates a template to review progress and performance on a regular basis thus preventing the ‘annual review’ becoming a one off chat that is soon forgotten. What does a successful performance review look like?
  • 16. What does a successful performance review look like? 3. Monitor Success Within the goal setting and planning process, we should be structuring the activity to include regular opportunities for review, analysis and support, so that manager and employee are working together to achieve the goals.
  • 17. 4. Be Objective When reviewing performance, we need to capture information from as many places as possible. Where possible, data (sales, calls made etc.) is important as this is not opinion but fact and is easy to deal with. What does a successful performance review look like?
  • 18. 4. Be Objective Continued At the same time however, we do want to get feedback from other people in the organisation, and vitally, employees should be encouraged to give their own view of their performance. It is imperative that all of this information is captured in a structured and uniform way, so people know that all assessment is conducted equally. What does a successful performance review look like?
  • 19. 5. Train the Appraisers! Managers are more likely to prepare for and conduct a performance review process well, if they feel confident in the process they are conducting. They need to understand things such as how people are motivated, coaching techniques and how to deal with more difficult issues such as conflict. Managers must also be prepared for and know how to deal with employee feedback. What does a successful performance review look like?
  • 20. 6. The Review Itself Rather than being the only thing, really this meeting is a summary of the discussions that have already taken place. It is important to define an agenda for this meeting and ensure that all the ongoing work on goal setting and planning is included in the discussion. This meeting formalises some of the previous discussions, and then is forward looking. Both parties should be well prepared in advance of the meeting. What does a successful performance review look like?
  • 21. What does a successful performance review look like? 7. Pay on Performance Once you have established a transparent and fair performance review system, the way to truly make it central to the importance of managers and employees is to link performance with remuneration. Linking these key things together shows that if you achieve your goals, which are aligned with the increased success of the business, then the business will reward you.
  • 22. Pathway Group deliver training on the performance review process, our courses are aimed at managers with the responsibility for managing an individual or team and who has the need to carry out annual performance reviews. How Pathway Group can help you
  • 23. • What performance reviews are. • An understanding of why performance reviews are important. • How to manage effective performance review meetings, your own personal review & giving effective performance feedback. • How to set clear, effective goals & objectives & review performance. • Effective planning & preparation strategies for a performance review. • Managing an effective performance review meeting. • How to identify development goals with an employee. Our Courses Cover
  • 24. For more information Call: 0121 707 0550 E-mail: Visit: