Performance reviews are not new, and at the end of a probation period employees are often given vague reasons as to why they are kept on by the company or ditched… Sometimes non management staff have been perplexed by these moves and the reasons given can be as vague as the decision itself.
To ensure an effective decision is made effort needs to be put into assessing the person and their efforts in the role. So I scoured the web for ideas, and coupled that with my own thoughts and came up with this checklist to assist in making decisions as well s being able to pinpoint areas for development which might go under the radar.
A contemporary business might give the list to the employee early in the probation period (probably not on day one…) and let them know what sorts of things you are looking for at the end of the process. Of course you would do your own research and fact gathering from their peers and supervisors to ensure an effective mix of facts can be utilised.
Check it out it’s three pages I feel sure you will want to use often to ensure your staff are doing more of the right things by your organisation.