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Performance Review

Did you know about our performance management consulting services?

Did you know about our performance management consulting services?

By on Jul 31, 2015 in Blog, Performance Management, Performance Management Consulting, Performance Review, Training and Development Consulting | 0 comments

Organizational Architecture can conduct an analysis of your current performance management system and provide recommendations to enhance your system. We recently assisted a local not-for-profit with a performance management system review.  First we started by reviewing and analyzing their current performance evaluation system, including written forms, instructions, training process, administration, and development plans. After reviewing their current performance management system, we made recommendations to enhance their current system. Our recommendation included providing them with a new performance review format and training on how to develop, deliver, and track their employees’ performance reviews in an organized and efficient manner. Not only has this provided a more efficient way for managers and supervisors to complete their performance reviews, it also provides a way to integrate the performance management system with their talent review and succession planning system to identify and prioritize training and development needs from across the entire organization. Contact us for more information on our performance management consulting services and watch for updates on our other human resources consulting services on our blog, as well as Facebook, LinkedIn,...

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Performance review barriers

Performance review barriers

By on Jul 29, 2015 in Blog, Performance Management, Performance Review | 0 comments

There are many reasons you may encounter difficulty when faced with the responsibility of conducting performance reviews. Barriers that may hinder the performance review process must be defined so that appropriate action can be taken. Conflict – frequently you may be in a position of being an employee’s coach and reviewer. As a coach, you are responsible for your employee’s development. Your role may change to that of a performance reviewer, and you must now make decisions influencing your employee’s salary and career. Time – considerable time is required to properly manage, coach, and conduct performance reviews. Since time is a rare commodity, the steps necessary to improve our business may be overlooked. Time devoted to managing your employee’s performance is the foundation of long-term business success and employee retention. Experience – some managers may be reluctant to manage performance, provide feedback, and develop/administer performance reviews. The reluctance may be caused by lack of overall experience or previous negative encounters. By identifying the barriers within your performance review process, you will be able to plan ahead for any expected difficulties to ensure an overall smooth process. Watch for new postings on workforce strategy here on our blog, as well as Facebook, LinkedIn,...

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Why should I have a performance review process?

Why should I have a performance review process?

By on Jul 27, 2015 in Blog, Performance Management, Performance Review | 0 comments

Whether you are the manager or the employee, you should already know what a performance review is, but sometimes we may need to revisit and reevaluate what a true performance review should consist of and why we have the process in the first place. A performance review is an essential component of a successful performance management program. The performance review is designed to provide feedback and to: Identify whether your employee is meeting job requirements/expectations for the current performance period. Strengthen the manager-employee relationship, as a clear understanding of performance that now exists. Reveal your employee’s perspective regarding performance related issues. Outline goals, development, and future direction. The main reason we have a performance review process is that it provides an open forum for you and your employee to communicate. Other purposes for a performance review process include the following: You can praise and positively outline your employee’s contributions to company success. The performance review is designed to work for your employee and consider professional development and career aspirations. Your employee is challenged to perform, grow, and establish direction for the future. You can integrate employee and company goals to achieve success and reinforce organizational values. No matter how many performance reviews you have written or received, it is always a good idea to refresh your knowledge on what the performance review is and why we do it. Watch for new postings on workforce strategy here on our blog, as well as Facebook, LinkedIn,...

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