How to review the performances

1. Performance Review
&
Counselling
Submitted By :
Nitish Sadotra

2. Performance Review
 The performance review is a summary of the
ongoing feedback the employee has received
throughout the specified time period and working
with them on their goals for the future.
 It is not just looking behind; it is future focused
for the employee and the organization.

3. Importance of Performance Review
 Gives an employee a summary of how they have
performed and goals for the future.
 Provides clear and objective feedback based on
organizational and employee goals.
 States the areas the employee needs to improve
and whether they are meeting the expectations of
the position.
 Is a written record of employee performance.

4. What to do before the Performance
Review
 Have frequent conversations with your employees
on their goals, their performance.
 Train supervisors in Performance Reviews.
 Make clear that supervisors understand to rate
employees equitably.
 Discuss the halo/horn effect and how to avoid it.

5. What to do before the Performance
Review
 Communicate the Performance Review process to
all employees and how it relates to their
compensation.
 Do this frequently so it is understood.
 Let employee know that the performance review
is coming up and ask them to put together areas
they would like to discuss.

6. During the Performance Review
 Go over each of the areas with the employee in a
conversational manner, asking them if they have any
questions and listening to their feedback throughout the
process.
 Give thorough examples in addition to what is written on
the review to give the employee a good understanding of
what is being communicated to them.
 Focus on strengths.
 Do not ignore the areas they can improve upon; they won’t
know unless they are told. Do not give the areas of
improvement sandwiched between the strengths.

7. During the Performance Review
 Go over the goals together with input from the
employee.
 Describe how the goals are in line with the
organizational goals.
 Touch upon these goals throughout the year.
 Give thorough examples in addition to what is
written on the review to give the employee a
good understanding of what is being
communicated to them.
 Do not ignore the areas they can improve upon;
they won’t know unless they are told.

8. After the Performance Review
 Commit to employee development.
 Continue to work with employee throughout the
year on their performance and their goals.
 Get the employees opinion and thoughts on the
performance review process.

9. Counselling
 Counselling can be explained as a process of
guiding a person or a group faced with a
problem, in order to overcome the difficulties and
to be more productive.
 It can be treated as a job or a profession as it is
done either as a service or for earning the living.
 COUNSELOR vs COUNSELEE : Counselling is a
two way communication between the counselor
and the counselee.

10.  It is through the process of counselling to help the
employees in solving their psychological or job
related problems so that they can perform their
tasks effectively and their efficiencies may be
reached the extent to which the management has
anticipated.
 One of the positive aspects of counselling in a
business organization is that it makes an
employee feel less anxious or worried about the
existing problems while motivating him to face
and solve the problems successfully.

11. Importance of Counselling
in the organisation …
 Problems may be personal or relating to one’s
occupation. Whatever the case may be, a helpful,
timely and effective advice is the valuable source
to support him in all walks of life.
 It would thus not only suggest us to seek advice
whenever necessary but also reminds the
importance of advice.
 However, a piece of advice or recommendations
about actions to be taken must be received from a
knowledgeable, experienced and expert person.

12. Process of Counselling
1. Relationship building- Establishing a
safe trustworthy environment between
counsellor and client.
2. Assessment of problem of client-
Helping client to narrate his concerns and
issues. This requires active listening on
the part of a counsellor by focusing on
client's feeling for the event rather than
event itself.

13. Process of Counselling
3. Transforming problem statements of
client into targeted goals- This takes
place by setting achievable goals in a time-
bound manner by overcoming probable
obstacles to goals.
4. Developing an action plan- This requires
setting objectives and tasks that client is
supposed to do in order to achieve a
targeted goal. It is an active implementation
stage of counselling process.

14. Process of Counselling
5. Review and Feedback- The aim of
review and feedback is to give continuous
reinforcement to client for consistent
attitude and behavioural change.
6. Termination- A counsellor should also
terminate client counsellor relationship
once the counselling process is over.