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Employee Review Process

  • 27-06-2007 4:31pm
    #1
    McSpud
    Registered Users, Registered Users 2 Posts: 612 ✭✭✭


    Hired a new guy (IT Technical) over 2 months ago & I now have time to properly prepare a review but we do not have a formal process here aside from the annual review.

    Basically he is fairly experienced guy but some of the work he is doing is different than maybe used to & I am concerned about his performance. I want to structure a review so I am fair in my comments & he has an opportunity to express his own opinions.

    Without going into the specifics my current thinking is to have broad headings:
    - Performance to date.
    - Expectations going forward.

    Anyone have experience of doing this before?


Comments

  • #2
    Darragh29
    Closed Accounts Posts: 7,097 ✭✭✭Darragh29


    McSpud wrote:
    Hired a new guy (IT Technical) over 2 months ago & I now have time to properly prepare a review but we do not have a formal process here aside from the annual review.

    Basically he is fairly experienced guy but some of the work he is doing is different than maybe used to & I am concerned about his performance. I want to structure a review so I am fair in my comments & he has an opportunity to express his own opinions.

    Without going into the specifics my current thinking is to have broad headings:
    - Performance to date.
    - Expectations going forward.

    Anyone have experience of doing this before?

    For what it's worth, I have serious experience in how not to do it. I once worked in a company that had a 6 monthly review process. The review process involved gathering anonymous written feedback on you from your work colleagues. You were also expected to give written feedback on your fellow workers. The danger of this was that you could be slated by a colleague who was out for promotion and you wouldn't even know that you had been slated and if you were told that there was poor feedback on you, you could not be told who had given it to your manager.

    My advice to you is to be as fair and as transparent as is possible. If there are shortcomings, give the employee every assistance with reaching and surpassing clear performance goals. I remember people I worked with coming out of meetings with their manager in tears because someone had said to their manager that they were not pulling their weight and the ultimate outcome was that the employee who had been hung out to dry felt like they were on trial and that they had been written off, that the manager now just wanted to punish alleged poor performance rather than deal with the matter in such a way so that the employee could improve while also hanging onto their dignity.


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