A performance summary is a tool that boasts diplomacy and grace without putting any of your colleagues down. It is basically a fair and balanced assessment of an employee’s performance and is conducted by all companies, either in small enterprises or large corporations. It is also a key component in employee development as its primary purpose is to give employees a constructive feedback about the performance of their responsibilities in the company.
In addition, it is a chance for the managers to praise those who have performed well during the month/year and also provides an opportunity to set discussions with employees who need to improve their performance. You may also see the 5 Things The Big Bosses Want From the Leaders in HR
Here are some basic functions of a performance summary:
A performance review provides feedback to all employees regarding their competencies and performance. Competencies allow the company to figure out what actions and values are important enough to be measured.
A performance review helps the company determine who the key employees are. It also helps the management provide challenges and incentives to encourage other employees to perform better. In addition, it also allows management to develop and adopt new techniques to assist poor company performers.
It presents an opportunity to discuss responsibilities and a common goal for the whole company. In a performance summary, the managers or supervisors are given a chance to discuss with the employee his objectives and long-term goals for the company. The manager also helps the employee understand the objectives of the company as a whole as well as his specific duties and responsibilities. In this way, the employee is much more focused and will help him perform better in the work place.
An accurate performance summary can help determine a percentage of salary increase or promotion. This type of process is also called “pay for performance.” It helps the company determine employees worthy of merit, promotion or salary increase. Also, see Performance Management & Benefits and Importance.
After conducting the review summary, the management can use the results to figure out what the employees’ training needs are. Developmental and training needs are based on the responsibilities of each employee as well as instruction of their departmental heads on what duties or tasks need to be worked on or improved.
Employment actions such as task delegations, discipline, promotion, termination, etc. are supported by the results of the performance summary as it provides a standardized basis for rating all employees in the company.
Most organizations use a performance summary as the basis for a managerial or officership recommendation as well as giving out incentives. A performance summary helps in identifying employees who have done an outstanding performance during the month/year. This boosts their morale as well as their confidence, resulting in more consistency and better production. You may also see the Workplace Privacy & Policy on Privacy and Employee Monitoring
With the system used in conducting a performance summary, the results can help identify the special skills, abilities, and interests of employees. Some employees may express a strong inclination to a certain type of work that can help management consider future work assignments or even promotion.
Here are the four basic sections of a performance summary:
Identify how the employee meets his personal goals as well as the goals of the company.
Identify the employee’s positive and negative competencies based on statements from his/her supervisor as well as co-employees. Also, see the 18 Career Assessment Examples
Describe the employee’s overall performance of his tasks and responsibilities, as well as the overall rating.
Describe the employee’s strengths and areas that need to be improved, indicating the equivalent potential training needs. You will have to summarize any disciplinary or HR issues in this section.
Here are some steps on how to write a performance summary:
Do not forget to include the employee’s accomplishments before the review period. List each achievement after they were accomplished on a separate sheet so you won’t forget to highlight them in the performance summary.
Asking feedback from co-workers and other managers or officers will give your summary more depth. It will also help you in making promotion and other incentive-based decisions.
Avoid being too subjective. It is always tempting to give high marks across the board but refrain from doing so as it may lead to bigger problems especially when the employee is not performing that well. You may also see the Objective Summary Examples & PDF.
Although this is self-explanatory, a performance summary is still a formal document which is presented not only to the employee, but also to different officers and managers within the company. Here are a few examples of objective phrases you can use:
This is probably the most important content in a performance summary. A future action plan is not only fit for struggling employees, but for top performers as well as they aim to become reliable assets of the company. Include the strengths and weaknesses of the employee and cite the specifics on how he can improve on the job, not just short-term but long-term depending on his performance and willingness to stay with the company.
Here are some takeaways in this article which can help you in creating a performance summary for your employees: