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Tutorial

Make Performance Reviews Easy

Jason Ennor, Co-founder and CEO at MyHR

by Jason Ennor, Co-founder and CEO at MyHR
November 21, 2016

Learn how to use MyHR performance reviews to achieve the results you are after.

Performance Reviews are an effective way to track individual progress, provide your people with feedback, support their development and align individual performance with company goals, which in-turn helps the business achieve results.

Unfortunately, performance reviews often become cumbersome, bureaucratic processes that do not add any value and simply create a paperwork burden that frustrates everybody.

MyHR Performance Reviews are designed to help you focus on the things that matter. Our focus is on talking to your people and delivering results, not filling out forms!

We have a pain-free process, made easy by our software and backed up by our team of experts. At any stage during the process we are available to help you set-up and manage the performance review process.


Getting Started with the Performance Review.

Not everybody will benefit from a formal performance review. Selecting the right positions in your organisation is important. Positions that have a genuine opportunity to deliver over-and-above results should have a review. Positions characterised routine work patterns, that rarely change probably don’t need a formal review; performance management happens daily.

Once you are clear on who you will be reviewing, speak to the employee/s, log-in to MyHR and follow these easy steps:

How to setup a performance review: https://youtu.be/TtrUQnaaIlA


Select Person/Team to Review

Select “Review” on the launchpad, click “Add Review” and choose the person or department you want to complete the review for (yes you can set up multiple reviews at once!).


Define Review Period

Define the time period this can be any period you wish. Many reviews take place over a full financial or calendar year, with regular check-ins throughout. Or you may align the review to a specific project or seasonal timeframe.


Set Reminders

Set the reminder this will remind you when the review period is coming to an end.


Define Your Goals, Skills & Development Plan

Add Skills and Competencies. You can add your own or use our software database or call our awesome team for help. Skills and Competencies are the behaviours and technical skills the employee needs in order to achieve their objectives.

Complete the Development Plan using our support or your own input. The Development Plan details the learning the employee will undertake (on their own or supported by the company) to improve their skills and help achieve the objectives. The Development Plan doesn’t only have to be training courses. On the job learning can be very valuable, such as covering somebody else’s position in the company.


Add Objectives

You can use our comprehensive database to help you by clicking “select from MyHR examples”, or you can call our team for help or you can add your own. Objectives are the things the employee needs to do to be successful in their job.

Remember the SMART acronym to make the objectives Specific, Measurable, Achievable, Relevant and Timebound. We recommend 5 objectives for each performance period, they should be additional performance measures such as “achieve 20% growth in sales this financial year” not the basics of the job such as “turn up on time”.


Saving a Draft

At any stage in this process you can save to draft if you need to gather more information and come back to the review.


Submit Review

Once the review is submitted your employees will be able to see the full review details in their employee self-service area of MyHR. None of the content of the review should be a surprise as you will have talked them about the plan for this year already.


Add a Check In

Add a “Check in” reminder by selecting the person, then clicking “+ Add reminder”. This will prompt you to catch-up with your employees regularly during the review period. These check-ins are very important as they keep you in touch with your people. Speak to them about what is going well and what is not working, understand their challenges and their success, this will add enormous value to your business and the relationship.


Editing A Performance Review

If things change during the year you can amend the review by selecting “Edit Goals/Cycle”

Embedded content: https://www.youtube.com/watch?v=1LLtjsR7CAs


Completing the Performance Review

When it is time to complete the review remember the focus will be on speaking to your people about their success and the areas where improvement is needed.

Embedded content: https://youtu.be/EnBPiaz7fAE

Submit for Employee’s Self-Assessment

Before the meeting with the employee log-in and click “complete cycle”. Rate the performance yourself and submit. This will prompt the employee to complete a self-assessment (they don’t yet see your assessment).


Joint-Assessment

You can now see both your own results and the employee’s together. This is the basis for the meeting with the employee. Talk to them about the results, get their input, identify how you can do the good things more often and how you can minimise the not-so-good things.

Finalise the results and you can now start a new review period, all the details of the last one will automatically copy across and you can edit them to suit the needs of the new year.


MyHR 5 Point Scale

5 - Exceptional, exceeded all expectations. 4 - Great, above target 3 - Good, just where it needs to be 2 - Ok, improvement needed 1 - Poor

This scale has been very deliberately designed this way. It does not allow for a “mediocre” measure. The middle score of 3 must represent the on-target achievement of the goal.

4 is worthy of additional recognition while 2 may be a call for some additional training, support and feedback.

5 is a fantastic result and identifies somebody who may need additional reward and this person certainly needs to be retained.

1 should seldom be given because a person performing at this level should have already been given the chance to improve or may need to be removed from the role (or company) before the review cycle is complete.

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AUTHOR
Picture of Jason Ennor, Co-founder and CEO at MyHR

Jason Ennor, Co-founder and CEO at MyHR

14 years of international experience in large organisations, with geo-dispersed workforces; Jason has a breadth of experience from fast paced day-to-day HR management to long term business strategy development and government consultation. Jason launched MyHR in 2013 with a vision to change the face of HR. MyHR is intuitive, easy-to-use, online HR software, coupled with a team of dedicated HR professionals, providing customised support to over 600 organisations who employ 10,000 people in NZ, Australia, UK and Singapore.