top of page

Performance Review - The components of a human resources management system




The digital and demographic change processes in the world of work are also accompanied by a shift in values: when choosing a career, employees strive above all for self-determination, self-fulfillment and meaningful work. In order to survive on the market in the long term, the skills of all employees in a company, including their supervisors, must be continuously developed.

We are convinced that it is important to put people at the center of this process: Constructive and appreciative feedback serves to support each colleague in their personal development and to become more efficient both as a team and as an organization.

Content

Empowerment through Performance Reviews 

In a company where there is a culture of learning and feedback, performance reviews give employees who work on their own responsibility a sense of security, provide orientation, and create the base for a relationship of trust between supervisors and employees. (Blum, A., Zaugg, R.J. (2007). 360-Grad-Feedback. In: Thom, N., Zaugg, R.J. (eds) Moderne Personalentwicklung. Gabler.)

Managers as Role Models

In order to establish such a culture, management and thus all executives as well as experts play a central role by requesting feedback themselves and regularly expressing it in a constructive manner.  

For the performance review process to resonate, it is important to focus on personal development and appreciation rather than strict appraisals and individual bonuses. It is crucial to perceive and support the development wishes of the employees. Lemin accompanies and supports the process towards an optimized learning and feedback culture. 


What are performance reviews for?

Performance reviews represent a structured performance assessment (according to defined questions, scope and competencies) with a focus on the individual development opportunities of all employees of a company. Individual performance reviews from different perspectives create the basis for 360° performance reviews.


The following perspectives are distinguished:

Management review 

Traditionally, performance reviews are known as an employee discussion in which the superior assesses the employee's performance. In the performance review process, employees reflect together on their strengths and development potential and on where they would like to develop. The discussion ideally takes the form of a dialog and thus serves to align mutual expectations. Employees are given the opportunity to play an active role in shaping their day-to-day work, and the manager sees himself or herself as a learning coach and a kind of "development mentor.

Self-assessment, simple review 

In this scenario, each of the employees writes a self-assessment and is also assessed by the respective manager. After the review is completed, the results are discussed and compared with the manager. Self-assessment can be very valuable because perceptions can vary depending on one's perspective.

Peer review 

This type of performance review includes the perspective of colleagues (peers) in addition to the manager review and self-assessment. The peers can be nominated by the feedback recipients (reviewees) themselves or by the manager. This creates a more objective picture of the feedback recipient, because the perception of the peers completes the picture as a further perspective. At this point, the mindset of the company and thus of the colleagues is crucial: psychological security, meeting as equals in the team, and appreciative interaction are essential so that the peer review is perceived as an enrichment by the reviewee.

Review of directly subordinate employees, 360° Performance Review 

In addition to the management review, self-assessment and peer review, the 360° review also includes feedback from direct subordinates. In this way, superiors can also benefit from the feedback. The fact that feedback is provided by subordinates as well as superiors and peers improves the quality, objectivity and transparency of the performance review..

With a practiced feedback culture to a sustainably successful company 


Open communication is key to working together successfully and achieving company goals, because feedback provides guidance for every employee. Performance reviews are therefore essential for the success of any company. 

With each stage of the performance review (management review, self-assessment, peer review, 360° review), the objectivity and meaningfulness of the performance assessment is increased step by step by involving additional people who provide feedback. Lemin supports you in making continuous and strength-oriented feedback an integral part of the corporate culture.



Using Performance Reviews purposefully in your company

How can you tailor performance reviews to your company and combine them with your corporate philosophy? A performance review process should create added value for you and support the company on its way to achieving its goals. The introduction should be done in such a way that each of the employees gains confidence in the performance review process. The more the understanding of lifelong learning and continuous development as a team and as an organization is already anchored in the corporate culture, the more likely the opportunities of the process will be recognized.


You can customize Lemin's performance review tool to fit your organization perfectly.


Appropriate scope for the company 

It is important that the perspective (leadership review, self-assessment, peer review, 360° review) you choose for your company fits the scope of the feedback culture and corporate philosophy already in place. A relationship of trust between employees and managers, as well as a positive encounter at eye level are important basic requirements. Otherwise, the advantages mentioned above turn into disadvantages: Frustration and mistrust arise. Our team analysis, which evaluates your actual trust and feedback culture, gives you valuable insights into how employees perceive your corporate culture. These results can help you decide which scope of the Performance Review process is right for you. 

Conclusion:

Performance reviews should be a priority for managers and employees. "I would like to see more time spent on them, because they help align each individual's personal goals with company goals, and they provide valuable insight into how the employee and manager are improving!"


When performance reviews are top of mind, the entire company can benefit. Improve employee performance without stressing about it. Test Lemin.


 

Interested in learning more about how Lemin can help you develop your people management processes?






Comments


bottom of page