It depends on the role: most performance reviews are typically 1 month, 3 months, 6 months, or 12 months long. A shorter review period makes sense if the job is highly transactional (e.g. retail assistants, call centre operators), and a longer review period is best when the work itself takes longer (e.g. leadership, projects, long sales cycles). During the review period, schedule regular check-ins to share timely feedback and help with any roadblocks. The MyHR platform helps make the performance review process a breeze with automated notifications for both the manager and employee, clearly defined goals/OKRs that the manager and employee can both work towards, and manager notes for easy reference throughout the review cycle.
To be able to reach objectives, everyone needs to clearly understand what they are. Our HR advisors can work with you to develop goals that are specific, measurable, achievable, and relevant to each of your employees. Without clear goals, employees may get off-track and spend time on tasks that aren’t adding value to your business.
A performance improvement plan (PIP) is a formal tool that lays out a plan for improving an employee’s performance, usually because they are struggling to meet expectations. PIPs address specific concerns with support from management to get the person where they need to be, and are typically between 4-12 weeks long. A PIP clearly outlines the areas that the employee is falling short on, defines the expectations for the employee’s future output and conduct, and outlines what support or training they’ll receive from the business to help them get there.
360-degree feedback involves a group of people (typically between 4 and 8) giving structured feedback on an employee’s performance, strengths, and areas for development, and usually includes a self-assessment by the employee. The feedback-givers should include a range of direct reports, managers, customers, and other key stakeholders who have a good perspective on the employee’s capabilities.
Absolutely! Our HR team is expert at providing hands-on guidance for all your employee conversations, whether that’s a quick check-in or a difficult disciplinary meeting. The tools we provide range from an informal prep conversation before the meeting, to short bullet-points to help you stay on track, through to detailed written scripts with exactly what (and what not!) to say.
