Performance & Competencies review
Evaluate an employee's work performance, and core competencies and provide feedback.
- Steps
- 2
- Last edited
- Mar 27, 2024
- Created by
- Nova
About this process
The performance review board enables managers or HR personnel to conduct a regulated assessment to evaluate an employee's work performance. This board also helps evaluate core competencies and skills. The frequency and depth of the review process may vary depending on the company's size and evaluation goals, with an annual review being the norm. The tool follows a whiteboard format, making it easy to use and understand.
The process in detail
2 steps- 1
Coaching + Feedback. General Tips.
- 2
Communication.
Read the full text
1. Coaching + Feedback. General Tips.
To create empowered teams, coaching of team members is critical. As a manager, your role is to create the right amount of guardrails and conditions for the team to perform. Use the GROW coaching model to coach the team:
Goal — What do you want?
Reality — Where are you now?
Options — What could you do?
Will — What will you do?
The GROW model offers an effective structure for coaching conversations, covering goals and aspirations (G), current situation, internal / external obstacles (R), possibilities, strengths and resources (O), actions and accountability (W).
Give feedback in a constructive manner:
- Information — What’s the behaviour I observed that isn’t working for me?
- Importance — why is it problematic?
- Invitation to change — A a nice way to say, “I’d like you to cut that out.”
- Implications — If you don’t, these are the results I expect will happen, from not being able to work together to firing.
2. Communication.
Performance reviews are an opportunity for us to reflect on your accomplishments, strengths, areas for development, and overall contributions to the team and organization. They provide a platform for open and constructive dialogue about your performance, attitude, and knowledge in your role.
It's important to understand that performance reviews are separate from salary reviews. During your performance review, our focus will solely be on evaluating your performance, acknowledging your achievements, and discussing opportunities for growth and development. We are committed to supporting your professional development journey and helping you reach your full potential within the organization.
👉We encourage you to approach your performance review with an open mind, ready to engage in meaningful conversation about your work, goals, and aspirations. Your feedback and input are valuable to us, and we are here to support you every step of the way.
🙏Thank you for your dedication and hard work throughout the year. We look forward to discussing your progress and charting a path forward together during your upcoming performance review.
- Employee performance review
- Objectives and Outcomes performance
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- Learn more about all the competencies needed for the role
- Characteristics
- Communication Ability to communicate with multiple stakeholders, facilitate meetings, provide updates on-time and manage difficult conversations and negociations.
- Works to full potential Engaged, humble, high quality of work, and work consistency.
- Independent work & Dependability Ability to work, learn, find solutions and make decisions without support. Punctuality, attendance and dependability.
- Takes initiative Always looking for ways to help.
- Technical skills All basic skills are covered.
- Collaboration & Team work Ability to collaborate effectively and effectively (positively) affect team dynamics.
- Stakeholder management Ability to gather insights, facilitate a meeting, communicate challenges and changes, manage conflict and prioritize their requests.
- Honesty and Integrity Stands up for what he/she/they believe is right, and don't pretend to be something they are not.