SMU HR Resources

SMU's Annual Performance Review - Manager's Tutorial

Performance Review Philosophy and Foundations

While staff members should be seeking and receiving ongoing performance feedback, a formal Review provides the manager and staff member with a designated opportunity to step back and compare actual achievements made and plan for future achievement, skill development and career growth.

Who Should Receive an Annual Performance Review?

All regular staff members who were employed as of January 1, 2014 should receive an annual review. If you have a new employee who began work after January 1, you only need to complete the 90-day review check-in for that employee. However, the 90-day review will not substitute for an Annual Review for any staff member who was on the job as of January 1.

Why Conduct An Annual Performance Review?

Providing a good, solid performance review process can actually improve your retention rate of great employees, as well as help improve the performance of employees who are not working at acceptable standards.

The Gallup Organization has conducted research over three decades with more than one million respondents. The study divided working populations into three categories:

Engaged Workers  - 26%
Loyal and productive

Non-engaged Workers  - 55%
Putting in time; doing what's asked

Actively Disengaged  - 19%
Unhappy/spreading discontent 

People with question marks on signs across their faces
The study revealed that the most engaged workers were:

• 50% more likely to have lower turnover
• 56% more likely to have higher than average customer loyalty
• 38% more likely to have above-average productivity

The study distilled 12 indicators (referred to as the Q-12) of engagement among the workforce. The research indicates that the higher the satisfaction ratings are on these 12 factors, the more likely employees will be engaged. The lower the ratings, the more likely employees are to be disengaged. A supervisor has the ability to directly impact most of these 12 factors.

Conducting a quality annual performance review relates to first seven of these twelve factors.

The Q-12

  • Do I know what is expected of me at work?
  • In the past seven days, have I received recognition or praise for doing good work?
  • Does my supervisor, or someone at work, seem to care about me as a person?
  • Is there someone at work who encourages my development?
  • At work, do my opinions seem to count?
  • In the past six months, has someone at work talked to me about my progress?
  • This past year, have I had opportunities to learn and grow?
  • Do I have the materials and equipment that I need in order to do my work right?
  • At work, do I have the opportunity to do what I do best every day?
  • Does the mission or purpose of my company make me feel that my job is important?
  • Are my coworkers committed to doing quality work?
  • Do I have a best friend at work?