by Bethan Jones

Created on: June 07, 2009

The performance review is one of the most important line management responsibilities in an organisation. An effective performance reviewsystem ensures that staff have the ability to develop new skills and improve existing ones, and shows staff that they are valued for the input they give to the organisation.

There are many things which could prevent a performance review system from working properly and many of these currently exist within organisations. In order to develop a performance review system that works an organisation should strive to ensure the system is seen to be fair and transparent, that it highlights both the strengths and weaknesses of staff in order to put in place measures for development and continuous improvement and that the objectives laid out are SMART - specific, measurable, agreed, realistic and timely.

With this in mind then, the below guidelines are good place to start to enable managers to conduct an effective performance review.

Before the performance review meeting

Plan the place, time and environment for the meeting. A performance review should be held in a quiet room when both line manager and employee have time to talk. If either party is rushed and thinking about the piece of work they've left behind the review will not be as thorough as it should be.

Review the employee's performance history. It is important to go into the pervormance review with a clear idea of how the employee has performed since last time you met. If the meeting is for a 6 monthly review, bring along notes from the previous meeting to establish what the employee has done since then. If it is the first meeting of the performance review year establish what the employee has done since the year started. This will ensure that you are able to pick up on the employee's strengths and weaknesses and allow for development and improvement.

Consult others if necessary. The best reviews are those which involve a 360 degree view of the employee. By speaking to the employee's peers, subordinates and managers you will develop a more rounded perspective on what the employee has achieved, what level they are working at and where there is room for improvement.

Allow the employee time to prepare. It is important for the employee to prepare their evidence for the review meeting as it is their performance that is being considered. The employee should be able to contribute to the meeting and so should be given advance warning of the appraisal meeting as well as the criteria

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