Quarterly Performance Review

[bwap]

Hello,

We plan to run a quarterly performance review process in our company. I'm looking for any advice on how the process can be put in place? Should we use multiple forms? Do you have calibration each quarter?

Regards

[brittacarols]

Running a quarterly performance review process in your company is a great way to provide ongoing feedback, monitor progress, and align employees with company goals. Here's a step-by-step guide on how to set up the process:

1. Define the Purpose and Goals:

Start by clearly defining the purpose and objectives of the quarterly performance review. Make sure all employees understand why these reviews are essential and what is expected from them.

2. Select the Review Method:

Decide on the review method you'll use. You can use one-on-one meetings, self-assessment forms, or a combination of methods. Consider what works best for your company culture and the nature of the roles.

3. Create Evaluation Criteria:

Develop specific performance criteria that align with the company's goals and values. Make sure these criteria are measurable and relevant to each job role.

4. Feedback and Self-Assessment:

Provide employees with a self-assessment form where they can reflect on their own performance, achievements, and challenges. Encourage them to be honest and detailed in their self-evaluations.

5. Manager Evaluation:

Managers should assess their team members' performance based on the defined criteria. Encourage them to provide constructive feedback, both positive and areas for improvement.

6. Peer Feedback (Optional):

Consider incorporating peer reviews for a more comprehensive perspective on an employee's performance. It can help in identifying teamwork and collaboration skills.

7. Calibration Meetings:

Calibration meetings can be held if there are discrepancies in evaluations among different managers. This ensures consistency and fairness in evaluations.

8. Quarterly Performance Meetings:

Schedule one-on-one meetings between managers and employees to discuss the performance evaluations. These meetings should be open and constructive. Discuss accomplishments, challenges, and areas for improvement.

9. Goal Setting:

Use the quarterly reviews to set or adjust performance goals. Ensure that these goals are SMART (Specific, Measurable, Achievable, Relevant, and Time-bound).

10. Documentation:

Keep detailed records of the reviews, self-assessments, and any agreements made during the meetings. This documentation will be crucial for tracking progress over time.

11. Continuous Feedback:

Quarterly reviews shouldn't be the only time for feedback. Encourage a culture of continuous feedback, where employees and managers provide feedback throughout the quarter.

12. Training and Development:

Use the insights gained from the reviews to identify areas where employees need training and development. This can help them grow and contribute more effectively to the company.

13. Performance Improvement Plans (If Necessary):

If an employee consistently underperforms, develop a performance improvement plan to help them address their shortcomings and get back on track.

14. Employee Recognition:

Recognize and reward high-performing employees to motivate and retain them.

[bwap]

Hello,

Thanks for your detailed feedback, this is very helpful. The challenge is mainly technical as for now, we are working ourself without partner. We are going with one form approach and try to find the best way to get the overall rating for each quarter on the form and have the average overall rating at the end of the year

Thanks

[Angshuman_Kar]

Hi

both approaches are fine. As long you are clear on your process. in four form the admin activity will be much more than in a single form.

And of course you have to TEST TEST and TEST( absolutely true) before taking any of the approach 🙂

Thanks

[bwap]

Hello,

Thanks for your feedback. We are going with one form approach but we try to find the best way to get the overall rating for each quarter on the form and have the average overall rating at the end of the year

Thanks

[Angshuman_Kar]

Hi

both approaches are fine. As long you are clear on your process. in four form the admin activity will be much more than in a single form.

And of course you have to TEST TEST and TEST( absolutely true) before taking any of the approach 🙂

Thanks

[DMeek723]

We did this at our company and used one form with separate quarterly sections. After the manager completed their notes from a quarter and had their discussions with the employee, they would route the form to the next quarter. We made certain fields required for the manager to complete.

We also used the collaborative mode in the route map so employees had visibility into the form. It worked well for us. My suggestions is to TEST TEST TEST. And, make sure that you if you are using the automatic manager routing you verify that works as expected. We did that, and sometimes forms moved to quickly, particularly if managers were not timely about entering their notes.

[bwap]

Hello,

Thanks for the sharing. I was thinking to use 4 different forms as we expected to have an overall rating at the end of each quarter and may be a calibration also. I don't see how it can be possible in one form.