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What value do Performance Reviews bring to your business and your employees?

In a busy working environment of deadlines and balancing workloads perhaps the most basic benefit is that of giving an opportunity for our employees and managers to focus upon the development and performance required to fulfil the role of the individual.

That said, it should not be forgotten that holding such reviews are not only about addressing difficult work issues or looking at personal growth but they are also a valuable opportunity to review and assess the success of the Company recruitment and induction practices.

There is often a lot of scepticism about the value of the annual or bi-annual appraisal but carried out well they give an opportunity to focus on work activities and the goals of both the business and its individual employees.

Performance appraisals are intended to support the individuals’ personal and professional development, they should not be linked to systems of remuneration or promotion although can be used to support such. Carried out correctly they give an opportunity to identify and correct any perceived problems, encourage improvements to future performance by setting measureable goals and targets and also to identify future training requirement and budget for such.

For many employees, the annual performance review may be the only time they get to have exclusive, uninterrupted access to their manager. It can have a positive impact upon employee motivation and satisfaction as for some it may be the only time they get true feedback on how they are perceived or for them to receive recognition for their efforts.

Every Cloud Management have worked with our clients and helped build robust appraisal systems built on self assessment as a basis for discussion and actions and the setting of measurable objectives which support the behaviours expected of their employees.

Identified training requirements are a result of discussions during the appraisal meeting at which time the work skills required for the role become obvious and should be agreed between the manager and his team member. Training requirements should be realistic and relevant to the employees’ job role and the objectives as agreed within the performance appraisal and the needs of the business. It should always be remembered that the company has a wealth of internal knowledge available to draw upon and training does not necessarily mean added expense.

Whilst the annual performance appraisal clearly has an important role within performance management it should be remembered that it is one of a range of tools that can be used. Constant discussion and evaluation albeit of an informal nature also has the added benefit of giving opportunities for both the employee and their manager to raise concerns before bad working practices become embedded within the working culture and to encourage when a ‘job is well done’.

The performance appraisal is by its very nature historic, good induction practices supported by clearly written and accessible policies and procedures let our employees know what is expected of them, help to ensure that our practices reflect the needs of the business and give a corporate identity to be proud of.

Who’s best suited to carry out the assessment of performance?

This is usually the role of the line manager supported by HR.

For our managers this role of assessor does not always come naturally. All managers expected to carry out performance appraisal should have some training. Ideally this would not only be about the ‘how to’ but also the reasoning behind the needs for an appraisal, the ‘why’ we complete them.

Every Cloud Management can assist our clients managers be helping them understand how the process fits into the wider business strategy and how the information collated contributes to the forward planning of the business, its financial budgeting and management of its employees is general.

We will help your managers understand the need to ask the right questions, listen actively and provide constructive feedback.

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