In March 2012 we posted a blog, Say goodbye to the annual performance review which explained the WHY of changing from an annual review process and towards a process of continuous performance review.
Following on from this blog we have put together a step-by-step guide on HOW to implement this change in your organisation.![More...]()
1. Communicate with your employees the change you are making to the performance review process.
2. Explain the reasons behind the move. They may include:
- Feedback can be acted upon quickly
- Roadblocks can be identified and cleared
- Work flows can be changed according to needs
- Ongoing learning and development needs can be discussed
- Goals can be set
- Job satisfaction can be measured
3. Diarise and communicate meetings with your employees once a month or bi-monthly for 10-15 minutes.
4. Create a template for your monthly catch up which employees can complete prior to the meeting. A suggested framework may look like this:
- What went well?
- What could have gone better?
- Goals/focus for the next month
- Satisfaction with key areas of employment
5. Facilitate the meeting in an open and candid way. As a manager, embracing the continuous performance review may require you to further develop your listening and coaching skills. Improving these skills will help you in all facets of your life so embrace this as part of your own learning and development.
6. Follow up the meeting with any deliverables.
7. Diarise & communicate times and dates for the next meeting.
Employers and employees that embrace the ‘best practice’ process of continuous performance review will soon feel the benefits. Our clients tell us that after they have implemented this practice their employees have a deeper level of engagement with the organisation, they retain their quality employees, and they develop a growing culture of learning and development. Managers also comment that facilitating continuous reviews refines their facilitation and coaching skills and makes the process less daunting for them and their employees.
So say goodbye to the annual performance review and hello to the process of continuous performance review.
If you have any questions regarding this blog or need help implementing the continuous review model in your organisation please call Checkside.