HOW TO DO A

PERFORMANCE

REVIEW the easy way

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Don’t be scared

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Keep in mind

Support

Be firm Pay

Listen

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Your role is to support your staff. That means coaching, providing resources & training, setting clear expectations and then getting out of the way.

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Preparation A successful performance review begins well before the meeting.

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Areas a review should cover • Strengths and successes.

• Improvements.

• Behaviours to develop.

• Performance problems.

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An employee can have their initial emotional reaction in private and the review meeting can be a constructive conversation about how to improve.

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The star performer Individuals who clearly exceed expectations and deliver superior results are your star performers.

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1 Acknowledge their high performance 2 Ask them about their aspirations for the future 3 Find out what motivates them 4 Remember some people react defensively to praise

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Your core message: We are going to invest in your future.

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The solid performer Solid performers are usually individuals who are valued by the organization but could take on more responsibility.

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“YOU DID GREAT BUT...” “BUT” erases all the positives you said.

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Your core message: Maintaining and building value.

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Potential performer These are usually individuals who haven’t had enough time on the job to have a significant impact but are expected to do so in the near future.

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Your core message: Short term success

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Under performer These are the most difficult performance reviews so we will go into it in some detail. If you don’t tackle underperformers you signal to others that it’s okay.

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We do not recommend the “Sandwich”

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Your core message: Improve.

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Questions & Answers

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Who we are

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Thanks for watching

Achieve goals

Track progress

Improve your team

Measure

These are the management practices experts say drive strategy & goal execution and boost performance.

www.WorkCompass.com/Demo

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www.WorkCompass.com @WorkCompass WorkCompass

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