{"id":10857,"date":"2024-01-24T06:05:56","date_gmt":"2024-01-23T20:05:56","guid":{"rendered":"https:\/\/missefficiency.com.au\/?p=10857"},"modified":"2024-01-24T06:05:56","modified_gmt":"2024-01-23T20:05:56","slug":"the-ins-and-outs-of-performance-reviews","status":"publish","type":"post","link":"https:\/\/missefficiency.com.au\/the-ins-and-outs-of-performance-reviews\/","title":{"rendered":"The ins and outs of performance reviews"},"content":{"rendered":"

Operating a small business involves engaging in various aspects of the business, such as sales, accounting, marketing, and human resources. Managing human resources encompasses more than just hiring and terminating team members, although these are significant components of the role. It entails overseeing the individuals who work for your business during their employment.<\/p>\n

One crucial aspect of effectively managing your workforce is conducting regular evaluations of team performance. Although conducting performance reviews may initially appear challenging, having a well-defined approach and emphasising recognition for exceptional team members while aiding those who may struggle can turn these reviews into a motivational tool. Ultimately, they contribute to improving your business operations and reducing staff turnover.<\/p>\n

Below are some recommendations for conducting productive performance reviews.<\/p>\n

Do performance reviews frequently<\/h3>\n

Annual performance reviews are insufficiently frequent, as they leave team members without timely insights into their performance or areas for improvement. Waiting a whole year to address an issue often means it has persisted for an extended period of time.<\/p>\n

A better approach is to engage in more regular conversations with team members and establish short-term objectives. Conducting evaluations every month or quarterly ensures that team members are regularly apprised of their performance and have the opportunity to act on the feedback provided. This approach instils a sense of security in their roles and facilitates alignment on expectations between team members and the business.<\/p>\n

Here at Miss Efficiency we do performance reviews in the first week of the month, to discuss last month. But we don\u2019t call them \u201cperformance reviews\u201d because this can sometimes be a little confronting. Instead we call them \u201cmonthly check-in\u201d.<\/p>\n

Be present<\/h3>\n

Most team members are eager to excel in their roles and are keen on identifying areas for improvement. Performance reviews hold significant value for both them and the future success of your business. Demonstrate your dedication to your team member and their development by prioritising these discussions.<\/p>\n

Avoid distractions such as checking emails, texts, or voicemails during the review. Clearly communicate to other team members not to interrupt you during this time. Additionally, ensure that the spotlight remains on the team member being evaluated, without diverting attention to other colleagues or office matters. Treat this performance review with the same importance as your team does.<\/p>\n

Set the tone of the meeting<\/h3>\n

Ensure team members understand the feedback given is not a personal attack \u2013 it\u2019s purpose is to enhance performance. We have a few guidelines our monthly check-ins follow, which are:<\/p>\n