Like everything else in business today that is undergoing constant growth and change, the strategic review of the Performance Review process is not exempt. Too often, outdated, irrelevant performance review forms, which drive the performance review process, are kept in place without question. However, this form should be in a state of constant review, since strategically-aligned performance is critical to any high-growth organization.
As often as your strategy is reviewed, that’s how often your performance review form should be reviewed, as well. Why? The accompanying job description will likely be evolving and / or completely changing. And, as new skills are required to perform a task, these new skills and competencies must be reevaluated, as well.A Typical Example
A paper-intensive and manual ordering process has been replaced by a software application that virtually eliminates paper from the process. This will allow orders to bypass the customer service department and move directly into the fulfillment department. Only exceptional cases will now be handled by the customer service department. The clerical function of routinely double checking for correct orders and sales tax has been replaced by software. Four things will happen:
