Performance Review Guidelines for Employees

  • Categories Human Resources
  • Duration 27m 44s
  • Total Enrolled 0
  • Last Update 6 September 2021


Performance Review Guidelines for Employees – How to ensure that YOU get recognised for your work.

All to often employees are not recognised for the good work that they are doing, not because their work is lacking, but rather because of a failure to manage and prepare for the performance review process.

A performance review, also called a performance appraisal or evaluation, is an important opportunity for you to review your goals and accomplishments and get feedback on your performance from your manager.

The performance review is part of the greater performance management process but as performance reviews are used to justify salary increases, bonuses, promotions as well as further development, you can see why it is really important for you to ensure that you have prepared adequately for your appraisal conversation with your manager

It is often assumed that an employee knows what to expect in a review process and that they know how to PREPARE for the review process. This is often not the case. Employees entering the workplace might, if they are lucky, be given an overview of the Company’s performance management cycle at their Induction programme but will not be taken through what they need to know in order to prepare for the formal review.

While a lot of time is spent on training the manager on how to prepare and conduct reviews, the same is not afforded to the employee and yet it has a direct impact on increases, bonuses and career progression. Most employees are often not prepared and see it as something to be feared.

And yet with some preparation and a slight change in mindset, it can be a positive experience, where you can showcase your accomplishments, proactively discuss future performance and goals… and further your career.  This course will help you to prepare for your performance review, set SMART goals, create a portfolio of evidence, and conduct a self-review so as to make your formal performance review a positive experience.

This class is for all levels, and no prior experience is required. It is for:

  • New Entrants into the Workplace
  • Current Employees who want to know how to prepare for their performance review
  • For anyone preparing for any form of review or appraisal of something that they have worked on.

In this course, you will learn:

  • How to prepare for your performance review
  • How to manage job expectations
  • How to set SMART objectives
  • How to do a Self-Review

By the end of the course, you will:

  • Know how to prepare for your performance review
  • Know how to set SMART objectives
  • Know how to manage upwards
  • Improve your chances of getting that raise or promotion
  • Take accountability for your career advancement
  • Feel more empowered

The annual or bi-annual review supplements ongoing feedback conversations – like 1:1 meetings – and provides a clear path forward.

The performance management process is often linked with other organizational systems such as:

  • Strategic planning. Many long-term workforce planning models use performance management measurements to assess the “quality” of the workforce and whether the organization is attracting and retaining talented workers.
  • Total compensation. Most organizations use performance measurements as the basis for pay-for-performance compensation processes.
  • Individual and team development. An individual development plan (IDP, also known as a career development plan) is often used in conjunction with the performance review process as a final documented step to assist employees in goal setting and individual development that will serve to advance their career and promotional opportunities.
  • Succession planning. Performance data over time are vital inputs for long-term planning for future organizational leadership.
  • HR technology systems. Many organizations use software applications to manage the processes associated with goal setting, performance review and performance improvement plans

For employees

Employees need (and want) to know where they stand and how to improve. As such, clarity on expectations as a key driver of employee engagement.

Performance reviews allow team members and their managers to agree on what’s working and what isn’t, and align on the best way forward.

After six months or a year of reflection, the content of a formal discussion is bound to be important.

A big picture review also aligns an individual’s work with larger department goals and the company mission.

With this in mind, setting goals and clarifying expectations will leave an employee with a fresh mindset on where they stand and a clear vision for their professional development.

Further courses available from Tani Moodley

What Will I Learn?

  • It is the performance criteria an employee will be evaluated against.
  • Performance goals for individual employees should ideally align with organizational goals.

Topics for this course

6 Lessons27m 44s

Preparing for your Performance Review

Preparing for your Performance Review00:07:46

Knowing your job and managing job expectations

Setting SMART Objectives and Goals

Doing a self-review


Course Project

About the instructor

Tani is based in Cape Town, South Africa. She is a seasoned HR Advisor with a career spanning over 20 years in mining, exploration, online marketing and financial services. She provides an HR advisory service that covers the full spectrum of the human resource lifecycle and creates environments that balance legal requirements, business functionality and company culture. She holds Bachelor of Arts, Honours Social Science and Master’s in Commerce (Industrial Relations – Cum Laude) Degrees from the then University of Natal in Durban, South Africa. She also holds a Post Graduate Diploma in Personnel Management. Tani successfully combines a sound theoretical background with solid practical experience and specializes in leadership and management development and in the building of key leadership skills required to flourish in today’s working world. Tani works with both individuals and teams to create alignment towards organisational goals and strategic vision. Her fields of specialization include: • Human Capital Consulting • Policy Formulation • Team Building • Leadership and Management Development • Career Development & Progression • Conflict Management and Mediation • Coaching - Executive, Business and Life • Workshop Facilitation • Organisational Restructuring • Creating Strong, Business Focused Teams • The Future of Work As CEO and Owner of Human Capital Matters (HCM), an HR consulting firm based in the southern suburbs of Cape Town, she specialises in end-to-end human resources consulting and solutions tailor made towards customer specific needs. She recently launched the HCM Academy, the learning arm of her business. The academy is the vehicle by which she transfers her years of experience, passion, real life examples of both triumph and failure into developing leadership talent. She is a content developer and instructor on the Udemy portal and develops and presents digital courses and webinars.
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3 Courses

5 students


Material Includes

  • Course Project PDF