Structured methods of performance review (insert organization / logo) Here is some information on a number of structured methods of performance review that may be used by small business. Process What is it? Best used … A collaborative method, the MBO defines goals Where people are results by and future targets by consultation. Future tasks, driven. objectives behaviour and productivity, for example, are Where the business uses (MBO) discussed and a SMART plan is created so that formal processes to manage both the manager and staff member are aware of performance and where what needs to be achieved, to what standard and outcomes can be measured by when. accurately. 360-degree Often used for managers and supervisors, this Where time, effort and appraisal method gathers feedback from different parties to funding is available. (recognised give an all-round picture of performance. It can Where it is important to get best give a valuable insight into how the person’s several perspectives on a practice) work and behaviour is seen by a range of other performance, for person’s business stakeholders, not just by the manager. example in customer service While the principles of this method are very roles or where the person useful, it can be administratively overwhelming works across teams. for small businesses. If this method would be useful for your business, consider taking the principles and implementing a less formal informal feedback 0….process.where can be used. Self Just as the name suggests, the individual Where there is an assessment assesses their own performance to set criteria. performance This is a good method for identifying where the management process. of performance and the business’ opinion opinion are different. individual’s Competency Components of competency (skills and abilities) Where skills and abilities can based are assessed in this method. be readily identified and quantified. Competency can be harder to define in jobs with a high level of ambiguity or where outcomes are Where there are not clearly identifiable, such as managing jobs with little or relationships with staff or customers. no ambiguity or responsibility.
Structured methods of performance review (insert organization / logo) Here is some information on a number of structured methods of performance review that may be used by small business. Process What is it? Best used … by objectives (MBO) A collaborative method, the MBO defines goals and future targets by consultation. Future tasks, behaviour and productivity, for example, are discussed and a SMART plan is created so that both the manager and staff member are aware of what needs to be achieved, to what standard and by when. Where people are results driven. Where the business uses formal processes to manage performance and where outcomes can be measured accurately. 360-degree appraisal (recognised best practice) Often used for managers and supervisors, this method gathers feedback from different parties to give an all-round picture of performance. It can give a valuable insight into how the person’s work and behaviour is seen by a range of other business stakeholders, not just by the manager. While the principles of this method are very useful, it can be administratively overwhelming for small businesses. If this method would be useful for your business, consider taking the principles and implementing a less formal 0….process.where informal feedback can be used. Where time, effort and funding is available. Where it is important to get several perspectives on a person’s performance, for example in customer service roles or where the person works across teams. Self assessment Just as the name suggests, the individual assesses their own performance to set criteria. This is a good method for identifying where the business’ opinion of performance and the individual’s opinion are different. Where there is an performance management process. Competency based Components of competency (skills and abilities) are assessed in this method. Competency can be harder to define in jobs with a high level of ambiguity or where outcomes are not clearly identifiable, such as managing relationships with staff or customers. Where skills and abilities can be readily identified and quantified. Where there are jobs with little or no ambiguity or responsibility.
structured-methods-performance-review-factsheet.docx