The Performance Review
Performance reviews can be tricky. How often have you carried out a performance review, only for you to do all the talking, or for the employee to give no feedback, or only negative feedback?
Because of this, performance reviews can be a one sided exercise.
But, it doesn’t have to be like this. JFM Law has been helping employers with performance reviews for years, and we want to equip you with tips and tricks to make performance reviews easier and more valuable. To speak to an experienced lawyers, call us on (02) 9199 8597 or email us.
Case Study
Kevin and Peter have an IT Support business with 20 employees.
A culture of performance reviews has not developed.
Kevin and Peter have been busy, and decide to expand their workforce to a maximum of 30 employees in 2017.
Kevin and Peter want employees to ask themselves these questions:
- Am I committed to training and development?
- Do I encourage feedback from my clients?
- Do I get along with my co-workers?
- How do I see the future of the business?
- How do I engage with managers?
The Outcome for Kevin and Peter
JFM Law prepared a performance review to encourage a performance-based culture, and ensure the ultimate goal – customer satisfaction – was treated as a priority.
Kevin and Peter’s key employee questions acted as the basis of the performance review.
The review was tested on two of Kevin and Peter’s most senior employees. It was then adopted as a company-wide program, and led to the appointment of five new staff members.
What You Can Learn from Kevin and Peter
- Be customer focused
- Develop a performance review program that works
- A high performance culture is key
Contact JFM Law on (02) 9199 8597 for a no obligation chat. If you would rather get in contact through email, send your question through or by email at wehelp@jfmlaw.com.au.
The information contained in this post is current at the date of editing – 19 January 2024.
