Our employee performance review policy describes how we coach, evaluate and reward employees. We base our performance management systems on constructive feedback and open communication between managers and team members.
We have built our performance management practices to:
- Ensure you understand your job responsibilities and have specific goals to meet.
- Provide you with actionable and timely work feedback.
- Invest in development opportunities that help you grow professionally.
- Recognize and reward your work in financial or non-financial ways (e.g. awards.)
What is good performance?
Our company has a general definition of what good performance looks like. To achieve a good performance evaluation, you should:
- Meet your targets consistently.
- Complete your job duties as expected.
- Show a willingness to learn and develop.
- Follow our Code of Conduct and other company policies.
- Have a good attitude and collaborate well with your colleagues.
Each employee may excel in one aspect and need improvement in another. But, to remain employed with our company, you should meet a minimum standard for all of these aspects and show a willingness to improve where appropriate.
Periodical reviews
We conduct [annual/ bi-annual/ quarterly] performance reviews. During these reviews, your manager will fill out your performance evaluation report through our [performance review platform] and arrange a meeting with you to discuss your review. Through these discussions, managers aim to:
- Recognize employees who are good at their jobs.
- Talk about career moves and employee motivations.
- Identify areas of improvement.
Periodical reviews apply to employees who have completed their onboarding period.
For managers
As a manager, it’s your responsibility to ensure all employees receive regular, fair employee performance reviews.
So that you can hold regular meetings and performance reviews you should:
- Be clear with objectives - Your team should know exactly what is expected of them. When hiring someone new, make sure they understand the job completely and all its responsibilities. Specific goals should be set during your [weekly] meetings and should be reworked during [annual/bi-annual/quarterly] performance reviews.
- Give productive feedback - During your meetings, make sure all feedback is constructive and will improve your employee’s performance. Be fair, specific, give guidance and praise as needed. And, make sure they fully understand the feedback you give.
- Create 2-way communication - You should make your expectations clear as a manager, but be sure to take what your employees have to say into account. Always discuss any and all training opportunities that would be helpful to your team.
- Keep a log of action items - You should create a log for each of your team members so you can keep track of any incidents, successes, and action items moving forward. Good and bad behavior should be noted, especially if it can lead to a bonus or promotion.
Audience
This policy applies to all employees. For managers, we provide guidelines on how to lead their teams and assess employee performance.
