performance Archives

Delivering an Effective Performance Review

Evaluating how a given department or individual performs in an organization is necessary. Performance review helps identify the general organizational and individual progress identifying the areas that need improvement. Evaluation is done differently depending on the most favorable one for an organization. When carrying out the review, it should be carried out most effectively.

Timely Preparations

When the manager decides to have employees’ performance reviewed, proper arrangements should be put in place to be successful, as advised by Alexander Djerassi. Preparing ahead of time allows the managers to know what they want to assess and the best metrics to use during the review. Knowing the kind of questions and when to ask them makes the session very interactive. Djerassi advises managers to avoid asking questions that may be offensive to the employees. Planning ahead of time also means that the manager can differentiate the questions depending on departmental variability and come up with similar common questions for every employee. Measuring performance metrics are also set starting with the most favorable to both the firm and the employees. The employees should also be given information about the review activity to ensure they are aware and ready to go through the review.

Review Results

Performance reviews are carried out so that managers can rate the performance of their staff and check the progress of the organization at large. Therefore, after every employee is evaluated, managers are supposed to issue the performance results that should be done fairly. In some companies, these results determine who gets promoted or who will get a salary increment. Every manager is supposed to be very clear on the aim of the performance review. There should be a proper explanation of how the evaluating team arrived at the results when giving the results. This form of accountability helps avoid any form of misunderstanding that may arise due to the poor rating after the review. It also shows the basis of the promotion of a given employee.

Planning on Changes

Every review will show a gap in every organization that should be taken seriously. After identifying a certain gap, it is advisable to go back to the drawing board and know how to fill it. Planning on changes should be a collaboration between the employer and the employees as it allows both parties to air their views leading to a better selection of choices. Performance reviews should be carried out from time to time to check on the implementation of the new strategies that have been selected.
Evaluation of performance is important in every organization, and before it is carried out, proper planning should be done. Appraisal results are supposed to be given, and where need be accompanied by explanations to avoid the negative impact among the employees. Any gaps identified should be worked on and continuous assessments done. Repetition results in good results, and it also keeps the employees on their toes, knowing that they will be assessed after some time. Alexander Djerassi believes that an organization that carries out these reviews is more likely to grow since the gaps are identified and worked on.

Reinventing Performance Management

One of the most important parts of being the head honcho is to make sure that all of the staff is doing the best job they can but it’s not always as easy as it may seem. So, just how does one manage their performances without seeming like they’re micromanaging each & every person on the payroll? Well, Alexander Djerassi, who has a lot of experience in business, has a few tips on how best to do this so as to keep it light without it turning it into a big deal. This is what he has to say on the topic of keeping the staff on track. So the first tip he has for us is to always ensure that the staff is happy. If they feel valued & appreciated, they will be much more likely to do a good job for the company. So once they know their worth to the higher ups, they will give their all to whatever role they are in. It also helps if there is some sort of reward system in place as this will inspire them to do the best in the role they inhabit. The higher ups will find that they can catch a lot more flies with honey than vinegar. One of the more important aspects of this is to listen to what the staff has to say & take their words into consideration. Whether it’s a suggestion on how they can improve the company or just a comment on how well the higher ups are doing it is imperative to let them know that they are both seen & heard. This will let them know that they are not just a face in the crowd but rather someone whose hard work is highly valued by upper management. One would be surprised how much the simple phrase “I’m listening” can do for the morale of the company. If one wants to go a step further, they could even install some suggestion boxes as a way for staff to give ideas on how to improve the new company. This not only lets them feel like their voices are being heard but it also shows them that the company actually cares about what they have to say & that their voice does matter. Finally, one of the other things that can help too is if the higher ups check in with the staff every now & then to make sure everything is going off without a hitch & see if there is any kind of help, they might need. This not only lets them know that the higher ups care about them, but it also makes them feel like an equal part of the company as a whole. With that much empathy to go around, there is sure to be a huge spike in productivity and performance as the morale begins to climb. So, this is what Alexander Djerassi recommends to those individuals who hope to increase their performance output. It’s worked for many companies in the past.