The Secrets of Employee Performance Reviews

Bob Walters True PM

An article by Bob Walters

In my experience, trying to find a formal performance review process in a property management office is like finding a $2 note.

I don't see very many, yet so many employees tell me that they would love to have a proper performance review to get feedback on their performance in their respective job roles.

Some business owners say to me that performance reviews are only for BIG businesses. Nothing could be further from the truth. Big businesses are only small businesses that have been very successful.

What can we learn from performance reviews?

A performance review:

  • focuses on staff as INDIVIDUALS, leading to a better understanding of their needs and goals
  • provides an opportunity for the employee and the manager to reflect on the employee's past and potential performance
  • identifies areas where additional training could enhance performance or expand the range of services offered by the business
  • potential problem areas are identified early and remedial action can be taken.

How should they be conducted?

The review should be conducted formally by way of a structured interview, questionnaire and discussion.

It should be conducted somewhere private, and preferably in a non threatening environment for the employee.

Here are some tips for an effective Performance Review of an employee:

  • advise the employee how you will conduct the review how long the review meeting will take
  • start and finish on time
  • focus on the employee's achievements
  • provide as much positive feedback as possible
  • give the employee plenty of opportunity to say how they feel about their job, their performance and how they feel about the management and direction of the business
  • actively listen to what the employee has to say (do not be judgemental)
  • work together on a personal development plan for the employee
  • end the review on a positive note.

How often should they be conducted?

Performance Reviews should be conducted at least once per year, preferably every 6 months.

What are the risks in conducting Performance Reviews?

The employee expects CHANGE as a result of the review, so change must occur. If you do not deliver, the employee becomes distrustful and performance may decline.

If you would like me to provide you with a great template for an Employee Performance Review just email at bob@bwt.com.au.