In the first stage we should discuss achievements over the last ประสิทธิภาพการปฏิบัติงาน Period, the leadership skills used and the impact these activities have had on the business, the team and the colleague's personal development.
For people managers, we should discuss how their team has performed and how they have supported this.
Next we should discuss things that haven't gone so well.
We need to think about why it hasn't gone well, what has been learnt and define the next steps and วัตถุประสงค์ required to improve this.
Next we should read the current วัตถุประสงค์ and use the data and การแสดงความคิดเห็น to review ‘What' has been achieved and ‘How'.
After reviewing this, agree ประสิทธิภาพการปฏิบัติงาน Ratings based on both what has been achieved and how this was done.
Concerns and Do Next's should be described as a new Objective.
We should re-align and agree วัตถุประสงค์ and discuss and agree any support required.
Do the วัตถุประสงค์ still match the Business Plan?
Are there any new วัตถุประสงค์ we need to include?
Is their Personal Development Plan up to date?
Finally, we should capture all next steps, fill out the ประสิทธิภาพการปฏิบัติงาน and Development Pack and send a copy to the colleague's Personnel Team.
To end the review we should recap what was great during the last ประสิทธิภาพการปฏิบัติงาน period.
The vast majority of การตรวจสอบความก้าวหน้า will be a celebration of a job well done, so we should end on a high point!