6 easy ways you could be regularly undermining your own business without realising…
As a business owner, you already know the importance of recruiting capable staff and providing them with the training and tools they require to do the job effectively.
To grow these people and to ensure that they are performing to expectations and meeting targets, you can use an effective performance review to discuss.
Many employees view appraisals as a yearly rite of passage that triggers dread and apprehension and thus most appraisals fail to work effectively.
Your job as a business owner is to view the review as an opportunity, if you do, so will your team.
Very often performance reviews fail to work effectively because an employer may do one of the following things:
· move or reduce the time for the review
· discuss grievances that could and should have been discussed before this time
· use the time to discuss pressing work issues rather than focussing on the reason for the meeting, development of the employee
· not prepare for the appraisal with working history and areas for discussion – both positive and negative
· not follow up on the actions and measures agreed in the appraisal
· fail to deliver any training or support needs agreed in the appraisal
All the above means that the employee becomes disenchanted, they regard the review process as a threatening situation which they distrust.
Performance reviews should be viewed as an opportunity, one-to-one time that both of you probably rarely get and this time should not be compromised in any way.
Read how, in this 4 page report, to make sure your performance reviews are opportunities not to be missed.