Should I conduct regular performance reviews?
We believe that it is vital performance reviews (as distinct from salary reviews) are carried out regularly, and at least on an annual basis. Regular performance reviews identify employees who may require performance management and assistance, as well as give the employees the opportunity of providing feedback regarding their role.
This information gives insight into company morale, as well as information that can be used when considering any restructuring/ future staffing needs. Salary reviews also an be tied into performance reviews.
Need legal help?
Related FAQs
- What should I include in an employment agreement?
- Why do I need a bespoke employment contract?
- Do I need to be careful about fixed term or casual agreements?
- When does an employment contract become binding?
- Why do I need a lawyer for employment matters?
- What happens if there is not enough work for my staff?
- How can I reduce risks around making someone redundant?
- What do I need to know about the "90 day trial period"?
- What should I know if I have to fire someone for misconduct reasons?
- What happens if I find someone is working on the side?
- What is a personal grievance?
- What is a constructive dismissal?
- What are disciplinary proceedings?
- What is the redundancy process?
- How does the Health and Safety Employment Act affect my business?