Performance Reviews and Performance Management Process Summary:
- A process for having regular conversations about job performance and career aspirations enable improved employee engagement, commitment, and help build a culture of accountability.
- There are two types of employee review; one is a review of their performance of the job tasks and activities (a deliverables review), and the other is a higher level conversation about their career direction, aspirations, and workplace needs (a career development discussion).
- The deliverables review should be a regular and structured review of performance against the job tasks which is held frequently with the employee for the purpose of having a common understanding of performance against the job objectives.
- The career development discussion should be held at least annually with each employee.
- Employee reviews are an important protection for employers as they enable clarity of expectations and the earlier identification and correction of performance issues, and can enable a fair process for performance improvement.
Having an effective review process
It's important to have a regular and structured review process with each employee. It's an important role of any manager because having regular structured reviews enable:
Sometimes parties delay or avoid performance conversations because they are seen as overly emotional, time consuming, or ineffective. When this happens it is important to get back the review process back on track and initiate a conversation:
In The H Factor system, the two types of conversation are treated separately:
The more frequently reviews are performed the less time they consume and the greater is the engagement of the employee in the business objectives. Regular, open, and honest performance reviews are a feature of every high performance work culture.
- The early identification of performance gaps and the agreement of a strategy for closing them.
- More open and honest communication about the challenges and difficulties faced by the employee in achieving their deliverables, and the constraints faced by the manager.
- The employee to share their career aspirations and explore pathways for achieving them, for the mutual benefit of the organisation and the employee.
- A purposeful working relationship based on trust and shared accountability.
Sometimes parties delay or avoid performance conversations because they are seen as overly emotional, time consuming, or ineffective. When this happens it is important to get back the review process back on track and initiate a conversation:
- That has a disciplined focused on the job deliverables and the performance metrics, with the intent of creating a strategy to achieve the desired metrics.
- That is honest about tensions, conflicts, or behaviours that are not consistent with achieving the job deliverables to the required standard.
- Where both parties capture actions, with achievable deadlines, to address the job deliverables.
- Where there is an agreed schedule for the next conversation, to follow up on the actions and review progress.
In The H Factor system, the two types of conversation are treated separately:
- My Deliverables is the structured review of the job deliverables, with self assessment by the employee and review of that assessment by the manager, which we recommend is held every 6 to 12 weeks, depending on the nature of the work, experience of the employee, and time the employee has held the position.
- Career Development Discussion is the higher level structured review of the employees aspirations and opportunities, which we recommend is held every 6 or 12 months, depending on the career stage of the employee.
The more frequently reviews are performed the less time they consume and the greater is the engagement of the employee in the business objectives. Regular, open, and honest performance reviews are a feature of every high performance work culture.
A Formal Performance Management Process
Where a manager has concerns about the performance of an employee, to the extent that they may be contemplating termination of employment, then it is important that a formal performance management process is undertaken. See the information about termination and dismissal to learn more about that process.
WHEN USING THE H FACTOR SYSTEM
where can we access the previous reviews of the employee?
In My Reviews under My Station Tab, you will be able to see two types of Employee's Position (1) Current and (2) Previous Positions. You can see the information such as (1) Position Name, (2) Position Leader, (3) Start Date, (4) End Date, (5) View Position, (6) Attachment, (7) My Deliverables, and (8) My Plan. This is a great tool to review your previous reviews and check your progress before your next review date.
WHO CAN SEE MY REVIEWS INFORMATION?
For My Deliverables, the information entered by the employee is only visible by their manager unless they have chosen to share them with others. You can control who sees your deliverables by:
- Clicking the My Reviews tab from the My Station tab;
- In their Positions I Hold table, click on the My Deliverables link;
- Select the colleagues that will be able to access the deliverables.
CAN I UPLOAD DOCUMENTS?
You can add an attachment for the position from the My Reviews page, for example if the position requires a specific license that is required to be renewed yearly. This is to monitor if the employee comply with the position requirements. Attachments can be viewed by your Manager and system administrators (H Keepers).
