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 © 2008, Business Influence, All Rights Reservedwww.businessinfluence.com.au 
12 Steps to Outstanding Staff Performance Reviews
By Darren Bourke – Director of Business Influence Pty Ltd 
1. Establish Key Priorities.
My clients all understand the power of this.However, if you haven't determined the 3 key priorities for each staff member,make this task an immediate priority. Key priorities are the most importantthings you want your staff member to concentrate on achieving over the nextsix month review period. It is critical both you and your team understand andfocus on these.
2. Review Key Priorities.
Assuming that your staff have been given their keypriorities, the purpose of the performance appraisal is to review individual’sperformance and remuneration against these key priorities. This review is atwo-way open discussion with input from both parties. You should reach aconsensus on your assessment - if not, discuss further. If a staffmember comprehensively delivers on their 3 key priorities, their performancemust be acknowledged and remuneration reviewed.
3. Set Key Priorities for Next Six Months.
 After reviewing key priorities in Step2, some or all of the existing key priorities may have been completed in theprior period. Discuss this with your staff member and introduce new keypriorities where appropriate. Remember to limit these to three although fast-track senior staff may have as many as five.
4. What Barriers, Obstacles and Hurdles need to be overcome?
Workshopwith your staff member any barriers that either of you see may block themfrom succeeding with their key priorities. Be honest and spend time here.
5. Discuss Their Opportunities for Personal & Professional Developmentand Ask Where Are They Stuck?
Sensitively discuss together where thereare gaps in their performance. Both provide feedback on areas to focus ondevelopment. Ask them to tell you where they are stuck and what successesand opportunities would be achieved if they got "unstuck".
6. Analyse What You Can Do.
What can you do now and over the next sixmonths to help the individual break through the barriers, obstacles andhurdles ahead of them? Be open, committed and genuine.
7. Assess Them.
Are there any successful performance and resulting outcomesachieved by the staff member that need to be acknowledged now?Remember that acknowledgement of performance can come in many guises -verbal, promotion, bonus, benefit or pay increase (now or at next review).
8. Assess Yourself. 
Ask them to tell you what you are doing as a Managerthat's working for them and what you're doing that isn't working. You must beopen and not resist the feedback. Use this time to develop your listeningskills. Discuss this together and agree on another way to work together onthis in the future. The ability to facilitate this step well is incredibly powerfuland empowering.
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