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this Look for every possible way to involve reviewees in the process even down to administrative tasks like booking the rooms and writing up the discussion notes This both frees up your time and generates responsibility for your reviewees Another way of minimising any disruption is to look upon performance review as a process not an event By this I mean that an annual review meeting can be made easier by holding a series of interim reviews throughout the year These interim reviews are more straightforward if you regularly discuss performance with your staff, coach them and give feedback and so on
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Organisation Culture To be a process that can make a difference and add value, performance review needs to have genuine, visible support from the very top Without such support, any performance review framework will quickly become seen as merely an administrative chore driven by the HR department Performance review needs to be positioned as a line management responsibility; an essential part of building capability in the team HR should be seen as the custodians of the scheme and there to arbitrate if there are dif culties Sensing a lack of senior management support is likely to create interference in the minds of even the most dedicated reviewer
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Consequences People often wonder what reviews are for This was easy to see a few years ago when performance related pay was popular because people knew that ratings received at a review would have a direct link to pay, bonuses, etc Such schemes proved dif cult to administer though and so it s more usual now to have pay reviews separate from performance reviews Where this is the case it is vital
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that the performance review discussions are highlighted as a way of helping staff to understand what has driven their results to date and what they can do to improve Whilst this may not directly affect their pay there are always indirect links to progression and advancement High performers get recognised in some way eventually Once again it s easy to see that without a clear understanding of the purpose behind the reviews it s dif cult to commit to the process with any real enthusiasm
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Internal Relationships Undertaking performance reviews can throw up some tricky situations You may nd yourself being promoted to team leader and having to carry out reviews with people whom you previously worked alongside This can be particularly dif cult if you contributed to any criticism of the system and now have to act as a sort of poacher turned gamekeeper Similarly you may nd yourself reviewing the performance of people you consider friends and with whom you socialise It s not easy, but you ll need to keep the two relationships separate and to focus on reviewing performance not the person You could also nd yourself coaching reviewees who nd the whole thing dif cult They may need your support if they nd their manager overbearing and dif cult to talk to or if they have lost all faith in their manager s ability to run the team
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Lacking competence Undertaking an effective review of one s staff is a process along with interviewing, coaching and giving presentations that
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managers are expected to be able to do well simply because they are managers It s almost as if these skills are expected to be awoken within you as soon as your new business card with the word manager arrives However, all of these things require training if you re to carry them out successfully For performance reviews you ll need to understand how to set objectives, provide feedback and know the variety of development opportunities that may exist You ll also want to know how your organisation s system works and what you re required to do before, during and after the review meeting I know from bitter experience that without adequate training, managers just do what they think best which normally results in a tick-box session from which nobody bene ts
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Lacking con dence Beyond matters of competence lie matters of con dence We ve already seen that performance reviews can cause dif culties in existing relationships and you ll need to feel con dent in handling these things You ll need con dence as well when it comes to handling poor performance If everyone in the team is performing really well, the reviews are simple; it s when you have to address poor performance that problems arise People may get upset or angry which is unpleasant to handle if you prefer to avoid con ict People may be so disappointed that their performance continues to dip after the review and you ll need to give ongoing support None of these is reason enough to avoid reviewing performance but they do require a con dent approach Some coaching for yourself before you undertake your reviews particularly dif cult ones will help bolster your con dence and ensure that things go well Try to remember that I m not suggesting that this interference can be fully removed I believe instead that if we focus on the
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