How to Conduct Effective Performance Reviews

20 de April, 2023

Performance reviews can be a great way for you to stay up to date on how your team is doing, gain insight into their strengths, and give them the chance to voice their opinions. But how do you ensure that these reviews are conducted effectively in the UK?

Have no fear! Here at Sesame, we want to make sure that every manager and business owner is equipped with the tools necessary to conduct effective performance reviews in the UK. We understand that it can be a daunting task, so we’ve compiled a handy guide with some dos and don’ts of conducting effective performance reviews.

From setting objectives and creating an open channel of communication to knowing when to keep things confidential or take corrective action, we’ll cover it all. So grab a cup of tea and let’s get started!

Are Performance Reviews a Legal Requirement?

It’s important for HR managers and business owners to understand the legal requirements of conducting performance reviews in the UK. To put it simply, performance reviews are not a legal requirement, but they are strongly recommended to ensure that your employees are evaluated fairly and given an opportunity to reach their potential.

However, UK legislation requires employers to create a written statement of the terms and conditions of employment, which should incorporate provisions for suitable appraisal and review processes. This ensures that employers appraise their employees at regular intervals and helps to identify any areas that need improvement, as well as any skill gaps that can be filled through training.

By conducting effective performance reviews you can ensure that your company culture is healthy and progressive, that your staff feel supported in their position, and more importantly you will be able to monitor their progress over time. This will allow you to make informed decisions on things like salary increases or promotions based on real performance data. Doing this effectively is critical for both the employee and their employer in ensuring positive outcomes.

The Do’s of Performance Reviews

When it comes to conducting effective performance reviews in the UK, there are some things you should definitely do. Following these steps will help you get the most out of your performance review and ensure that it is successful for all involved.

Do determine when to have the review. This decision will depend on factors such as company structure and the type of employee being reviewed, but generally, it’s best to conduct reviews at least once a year, if not more often.

Do set an agenda. Before beginning a performance review, both parties should discuss and agree upon an agenda that outlines the goals they want to achieve during the session. This will help ensure that you stay on track and don’t forget any aspirations or areas of improvement that need to be discussed.

Do be prepared beforehand. Make sure that all necessary documents and materials are prepared ahead of time, so you don’t have to waste precious minutes trying to find the right information during the review itself. Examples of materials you should prepare include previous reviews, goals accomplished, notes from meetings with other supervisors, customer feedback and more.

By following these steps and making sure that your performance review is conducted effectively in accordance with UK law, you can ensure that it’s a success every time!

The Don’ts of Performance Reviews

Before you go about conducting effective performance reviews in the UK, there are some key don’ts to keep in mind.

Don’t be too Complimentary

You’ll want to keep things professional and balanced during the process, but avoid making it informal or overly-friendly. This isn’t a time for compliments or personal conversations—it’s a time for constructive feedback that will help your employee advance.

Avoid Making it about You

Performance reviews are about your employee and how they can better do their job or improve the team environment—not about your own job satisfaction or stress levels. Reserve judgement, be open minded and listen to your employees concerns—make sure they have the right information and support to tackle any challenges they face.

Don’t Be Too Critical

It’s also important that you remain professional and courteous when conducting effective performance reviews in the UK. Be careful not to be overly critical— no one works well under severe criticism, much less someone new and inexperienced. Acknowledge progress, even if small steps have been taken instead of big leaps and bounds.

Finally, try not to turn the conversation into a showdown where you dominatingly push for change without considering any suggestions from your employee. Instead, view performance reviews as an open dialogue between two equal parties working towards a common goal!

What to Include in Your Performance Reviews

When you’re preparing for a performance review, there are a few things you should always be sure to include. First off, start by looking at the employee’s original job description. This will give you a better understanding of their performance; what they’ve been asked to do and how well they’ve fulfilled their duties throughout the year.

You’ll also want to discuss any obstacles they’ve faced and how they overcame them. Did they have to problem-solve or adapt their approach in any way? Did they have to implement feedback or take on new challenges? It’s important to remember that praising your employees could be beneficial in motivating them during the next year of work.

Beyond discussing what they have done, make sure you discuss where they need improvement and outline future goals. Utilise Sesame’s HR software to track progress and provide guidance moving forward. You can also use past performance reviews as reference points for future ones—it’ll give everyone a good idea of how far employees have come since the last one.

In summary, make sure your performance reviews include:

• An overview of their job description
• An assessment of achievements throughout the year
• Challenges tackled along the way
• Areas for improvement
• Goals moving forward

What to Avoid During Performance Reviews

When it comes to performance reviews, there are certain things you want to avoid. After all, you want your review to be as effective as possible—here’s what not to do.

Personal Opinions

Your opinion is important, but during the review process, stick to the facts. Stick to measurable metrics and relevant feedback related to the employee’s performance. This way, there won’t be any room for confusion or misinterpretation from the employee’s point of view.

Lack of Preparation

It’s really easy to forget to prepare for a performance review until the last minute. But if you don’t come into the meeting prepared with a plan and an agenda, it can be awkward and feel rushed at times. Make sure you have all of your notes on hand before meeting with your employee. With Sesame’s intuitive user interface and automated reminders, you’ll never have to worry about missing another review!

Unnecessary Criticisms

Remember: The goal of a performance review is not only to point out an employee’s areas of improvement but also their successes! Offer constructive criticism in addition to positive feedback so that your employees can grow from this process rather than feeling like they’re berated or on trial every quarter.

With these dos and don’ts in mind, and the help of Sesame, you’ll be well on your way to conducting effective performance reviews for your team here in the UK!