The Art of Asking the Right Questions by Caroline McEnery

Author:Caroline McEnery
Language: eng
Format: epub
Publisher: Oak Tree Press

Review meetings

After the employee has passed their probation, it is important that you still meet them regularly to assess their performance against the objectives you have jointly agreed.

A lot of the review forms that companies use can be very complex and daunting for both the employee and the manager to tackle. Sometimes, the forms can act as a deterrent for both parties to have the review meeting. The most important part of the review meeting is asking the right questions and giving the employee the opportunity to be heard. The form should act as an opportunity to prepare for the meeting by objectively assessing the performance in advance. It also acts as a guide for the meeting and as a record after the meeting to ensure everyone is clear on what has been agreed.

Using the last review goals that you agreed as a guide, you need to ask the following key questions at a performance review meeting:

What has been going well for you since our last meeting? For example, have you achieved the goals we agreed at the last meeting?

What needs to be improved?

What are the SMART goals we will agree going forward?

Have you any other issues or concerns you would like to discuss?

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