Employee Performance Review

Upload employee's goals for past year - if any exists

This is a heading, used to separate tasks into sections in your workflow.

Keep in mind that the review process may be stressful for employees. While you want to cover their performance within the role remember to spend time on the positives as much or more than the negatives. Reassuring an employee that is doing a good but has some areas to improve should focus on the good they are doing, with minor adjustments to improve it further. 

Refer to the job description as well as knowledge of activates not on the job description but which are performed by the employee.

When you've had a look at the employee's responsibilities and duties you can look at how their performance was when carrying out these tasks. Some details you might want to take into consideration are: 

• How well the employee performed the assigned responsibilities and the quality and/or timeliness of the employee's accomplishments
• Whether and how well the employee met performance goals
• Areas of performance that improved over the appraisal period
• Areas of performance that might need improvement

Look through the employee's performance that you gathered from their manager earlier on.

Run through what they're doing well with in their current role, where their strengths are and what you see for them in the future.

What are they not doing so well at, or need more training or support with?

Let the employee ask you questions and try to answer them candidly.

If they bring up a pay increase let them explain and justify what they are asking for but do not commit to any raise at this stage.

Develop goals for next year for the employee. This could be increased responsibility, faster job performance, mentoring another employee, meeting increased sales goals or any number of high level goals for that person.

Keep in mind these are personal goals not departmental goals. 

An easy way to set goals is to use the SMART (Specific, Measurable, Achievable, Results-oriented, Time-bound) framework. (Need a primer? Get briefed on the basics here.)

⚡️ You could automate the next review workflow to be run via a Process Street automation, at the point this workflow run is completed. 

After the employee review take into account their positives and negatives when considering a raise. When inflation was low a small raise or even no raise for a year was not uncommon. With inflation on the rise an inflationary adjustment is the minimum raise people are expecting, and if it's justifies a larger raise. 

Discuss the raise amount and pros with your manager and let the employee know what they should expect within a week of the review. Do not drag out the raise any longer than necessary.