Do you review performance of your employees?
Many businesses avoid having discussions to review performance or conduct appraisals on the basis that if everything seems fine, there is no need to do this. With many employees now permanently working from home for some or all of their time, a good appraisal system is more important than ever before.
Employers are not legally obliged to review performance but failure to assess performance and provide feedback can have several ramifications; how can an employer objectively justify who should receive pay increases and bonuses or tell an employee that they need to improve?
Reviews should have some basis of measurement which is consistent. In the event of an employment claim, objective data is compelling when linked to appraisals. Anything that is quantitative data, including fee income, number of calls made, will be difficult to challenge. However, tribunals accept that employees are not robots and therefore it is reasonable for employers to also use subjective criteria such as attitude, potential, etc. They would expect the scores for these criteria to be backed up with evidence which is measured consistently amongst colleagues.
It may also be important to obtain feedback from those who work closely with the employee which may include those in other departments.
Employers should ideally:
- Make review questions and/or scoring as objective as possible
- Consider having two managers moderate the scores
- Appraise regularly
- Not forget about absent employees
Should you require to implement a performance management process or require training for your managers in this subject, 121 HR Solutions can help. Contact us on 0800 9995 121.