No matter how innovative or in vogue a company is, its longevity is dependent on the talent behind it. Accurately gauging the performance of your individual employees is not only beneficial to their success, but to the growth of your company. So how do you accurately determine individual employee performance?
Performance reviews have the potential to contribute to the growth and longevity of both your employees and business. And when coupled with well-integrated and user-friendly technology, you can increase their positive potential and largely eliminate the anxiety and annoying aspects of conducting performance reviews. Let’s dive into some of the ways Dominion’s Performance Review software will benefit your business.
Performance reviews are starting to regain traction. Here at Dominion, we’ve heard from current customers and prospects alike that a well-constructed platform and methodology around performance reviews is a valuable thing for their business. But despite the best intentions, at the end of the day, the success of the performance review rests on the shoulders of the managers. Their participation and preparedness are the backbone of driving beneficial performance review meetings.
Performance reviews are in an interesting spot in today’s professional culture. Some organizations have dismissed the practice all together, while others are raving about the successes of the 360-degree review.
If your organization conducts performance reviews you know they have the potential to contribute to the growth and longevity of both your employees and business. What you might not know is that performance review technology can increase the positive potential of the review process.
Performance reviews can be a great benefit to your organization if there is a clear format and constructive dialogue between the employee and the person performing the review. Structuring the review around goals and scoring can help, as can asking the right questions. Consider the following five categories during your next performance review to glean more information on how your employee approaches there work, how they feel about the organization, their coworkers, and more.
Performance reviews are typically not a popular activity among employers and their employees. If they’re conducted half-hazardly or without goals, performance reviews can quickly divulge into a rather awkward meeting. A structured performance review centered around goals not only dissipates unease, it helps employees see how their role contributes to the growth and success of their organization.
Year-end is fast approaching. As companies get all their ducks in a row, many organizations review employee performance before the calendar year ends. If you’re scheduled to meet with your manager, it’s a good idea to go into the review with a game plan. Let’s explore seven topics you’ll want to discuss in your year-end performance review.