Performance Reviews With Little Time In Role

Questions This Guidance Answers: 
  • What do I do when I have to do a performance review on someone I don't know well?
  • How do I get data for a performance review?
  • How do I find out how successful my new reports have been previously?

Many firms do annual reviews all at the same time, and usually that means at the end of the calendar year. So, for many managers at this time of year, you're faced with having to do a review on someone whom you really haven't spent sufficient time with.

What do you do when you have to review someone whom you haven't supervised for more than perhaps a few months? Obviously, we encourage you to go to our previous casts on reviews, which are some of the most popular on Manager Tools. They do a great job of laying out in excruciating detail exactly how to do a review for anyone.

But in this cast, we recommend some additional tactics to help you with those whom you haven't known as long. Maybe they came to you recently, maybe you got promoted or took your role over late in the year. In Manager Tools style, we tell you what to do and how to do it.


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Guys, I have just finished listening

Guys,

I have just finished listening to this podcast, and while I agree with 80% of the content I have to disagree with the part about peer reviews. While some people use it as a way of trying to either boost up themselves or knock down others, it also gives you insight into the person who is giving the feedback as the feedback itself. It also may confirm your own judgments while also shedding light on things you may not notice, because they would not dare do them while you were watching. I only use them as a guide to understanding the interpersonal relationships within my teams. At my first job, we also had to write one page reviews of our Boss who was passed on to his or her boss. While I was very green and could have written things to ... I thought it was a good way to a skip type of review. If a group of ten or twenty people have a common theme about a person, some stronger and some weaker it may be good to watch those relationships in the future. I would not rely on peer reviews as a major source of information, but more viewpoints isn't always a bad thing either.

What a timely podcast. I have done

What a timely podcast. I have done reviews at the end of the year the past three years. I am sure I could do it at anytime I want since I own the firm, but the new year is a time to refocus, reflect on what went right and what went wrong from the year past and implement those changes. (Yes, I am a big new years resolution guy ever since I made a resolution for 1990 to quit smoking and it stuck.)

This year, due to growth and maternity leave, 80% of my staff has been with the firm for a few months and some have not even started. I intend to use the review prosess as goal setting where I want my team as a whole and individuals to be headed in 2007.

I think too many people see a review as flogging and blame for past failures. I use reviews as goal setting.

Good cast.

I agree that the review process could

I agree that the review process could be used for goal setting and that peer reviews provide more than just fluffing a score, but it so much more than that. If you look at the companies out there with automated processes ie oracle, raeder landree, www.rltechgroup.com. you will notice that the review should reflect on the past failures, but also successes. If there are failures you will see the development plan turned into goals, licensures are tracked, goals monitored, disciplinary and kudos are recorded and it is all pulled into one screen for managers to quickly, easily, efficiently, and accurately evaluate an employee.

Good cast overall.