The importance of performance review in avoiding workplace dispute
Performance Reviews, tick in a box right? Quick chat with your employee, bish bash bosh and on with your day.
Well, sorry but no. You can do them like this, but trust us it’s not going to end well.
Performance reviews are a powerful tool at the disposal of modern businesses and they go way beyond just assessing employee performance ‘ on the job’ these reviews can play a pivotal role in preventing and resolving employee disputes and maintaining a positive workplace.
Let’s explore some more how they can help…
Helping you to clearly communicate
Performance reviews provide a structured platform for employers and employees to engage in open and constructive communication. During these discussions, employers can clearly outline expectations, set achievable goals and establish a roadmap for career development. When employees have a clear understanding of their roles and responsibilities the likelihood of misunderstanding and conflict decreases significantly, What’s more, a well-conducted review helps to align employee objectives with organisational goals reducing the potential for dispute from mismatched expectations.
Remaining objective and providing feedback
Evaluation is at the core of performance review but it’s not about opinion, by sticking to quantifiable metrics and well-defined criteria, employers can assess employee performance fairly and transparently and this transparency serves as a shield against bias and favouritism - often factors in workplace dispute. Regular feedback opportunities established through performance review provide employees with a chance to receive constructive criticism and recognition whilst also addressing areas for improvement and growth, doing this regularly pre-empts the risk of conflict due to performance-related issues.
Finding out and resolving concerns
This platform allows both employer and employee to address concerns and challenges in a structured manner. Providing a platform to express concerns or grievances means employees are much less likely to harbour resentment or resort to informal complaints. Employers can use this opportunity to listen to employee perspectives, offer solutions and work in collaboration. Most importantly this structured approach serves to ‘nip’ potential issues in the bud and prevent them from escalating further.
It’s all documented
Nobody wants it to happen but if a dispute does arise, having a well-documented history of performance reviews can be invaluable. These records provide objective evidence of an employee's progress, contributions and any areas needing improvement and can prove to be a valuable resource in resolving disagreements and making informed decisions. Lastly when disputes arise referring back to previous and well-documented reviews can provide clarity and avoid unnecessary further conflict.
In review (see what we did there) these structured and formal opportunities are incredibly important for your business, If you’re not already having them regularly now is the time to start.
And if you don’t know where to start - that’s where we come in! Get in touch for a chat!