Download our editable performance review template
The annual appraisal is considered a dying practice – but it just needs to be revived in the right way, and more importantly, undertaken more frequently, to benefit the parties involved.With positive feedback, little and often is the best way to keep employees motivated and inspired. These reviews should be a meeting that employees look forward to because they will either receive praise or constructive feedback that will help them in their careers.An employer who nurtures the progression of their team and shows they care about them is more likely to retain their employees than those who seem apathetic.What is a performance review?A performance review is an assessment of an employee’s performance in the workplace over a certain period. It is typically used to provide feedback on the professional’s strengths, weaknesses, and areas for improvement. It may also include a discussion of the employee’s career objectives and provide guidance on how best to achieve them.Is there a difference between a performance review and appraisal?Performance reviews and appraisals refer to the same type of one-to-one meetings about employee performance and progression. The only difference lies in how they are used: ‘performance review’ connotes an informal meeting between a manager and their employee which focuses on feedback, career progression, goals, salaries and more. Appraisals, on the other hand, often refer to more formal reviews, in which the two parties might, for example, discuss salary.While other performance review templates will have a firm structure, our template can be used periodically, as needed for any type of one-to-one or group discussion regarding goals and areas for development and tailored to the employee. It is fully editable and customisable.What should be included within a performance review?Performance reviews can cover any area of concern employees wish to discuss that might help them improve their work, productivity, skills, or prospects. This might include their progression, goals, salary, benefits, upskilling opportunities, wellbeing and more. The content, context and frequency of the review should be a mutual decision, but the focus should be on the needs of the employee.Usually, there should be some structure to the meeting in order for both parties to benefit. Our performance review template can be used to cover specific areas for the employee’s development and build a progression plan.What questions should a manager ask as part of a performance review?Performance review questions should prompt the employee to speak openly and honestly about their performance and any concerns they have.Here are some performance review question examples:What do you hope to achieve by the next review?What do you feel you have done well / how do you feel you’ve developed since the last review?What do you feel you could have done better and why?Do you have any additional feedback or suggestions for me?What are the different types of performance review?Performance reviews come in various formsFrom self-assessments and one-to-ones to wider evaluations by multiple colleagues. Here are the main examples:Traditional performance reviews involve a manager assessing the performance of their employee, but feedback can go both ways. When an employee evaluates the performance of their manager, it is known as upwards feedback.Self-assessment reviews are undertaken by the individual employee and give them a chance to reflect on their performance from a different perspective, perhaps more objectively.Peer reviews enable colleagues to share their perspective of another’s contribution to the team.360-degree reviews involve more than one assessor, resulting in multiple points of view in one review.Employee performance reviews can happen as frequently as they need to for the best outcomes: perhaps monthly, annually, or quarterly. Individuals may be suited to a mix of the above reviews, according to the level of support needed.Each type of performance review mentioned above can be facilitated by our appraisal template.The benefits of conducting performance reviewsRegardless of how frequently they’re performed or who is reviewing whom, regular performance reviews offer many benefits. If done well, there are no downsides.The overall benefits are:Ensuring employees understand their role and your expectations of themDetermining to what extent employees are meeting those expectationsProviding support and having an honest discussionAcknowledging and rewarding good performanceNurturing your employees’ career progressionIncreasing engagement and longevityMaking time regularly to discuss anything and everything is crucial for transparency and building trust between a manager and their employee.Examples of effective performance reviewsThe most effective performance reviews are those where the person comes away with SMART (specific, measurable, attainable, realistic, time-bound) goals to help them improve in some way before the next review.In any employee review form, there must be structure, but there should also be flexibility to adapt it to the needs of different employees.The fundamentals of a performance review are:Setting SMART goalsHonest and constructive feedbackA safe space for two-way communication and trustAppropriate praise and recognitionOur template provides space to outline key areas of success, development, and focus, to give feedback on skills, and create an agreed action plan with objectives to meet before the next review – whether that’s monthly, quarterly, or annually.Every team is different – that’s why our performance review template is adaptable to your own requirements.Whether you’ve completed many performance reviews in the past, or have yet to conduct one, our template can help you provide the best experience for your employees.Get started with our free template today – download it now.
Tackling hiring fraud guidance – free download
Hiring fraud is an insidious practice that undermines trust and poses significant financial and reputational risks for businesses. As employers strive to find the right talent, they must remain vigilant against fraudulent activities that can tarnish their operations and brand integrity.Hiring fraud manifests in various forms, from falsified credentials and fabricated work histories to identity theft and impersonation. These tactics often deceive even the most astute recruiters, leading to the unwitting employment of unqualified or dishonest individuals. The consequences can be dire, ranging from decreased productivity and morale to legal liabilities and damage to company reputation.Detecting fraudulent applications has become increasingly challenging. However, employers can use several strategies to safeguard their recruitment processes.Most recently, Reed has contributed to the first guidance of its kind to help organisations protect their recruitment practices. ‘Tackling hiring fraud: the response to a growing problem’ serves as a frontline tool in the battle against fraudulent hiring activity.Steps to a secure hiring processThe guide, fronted by the Better Hiring Institute, identifies nine types of fraudulent activity: reference fraud, qualification fraud, fake application documents, CV-based fraud, employment scams, manipulation of artificial intelligence, dual employment, immigration fraud and fraud as a result of recruitment agency usage. Each is addressed in detail with case studies and expert guidance on prevention.As a rule, thorough background checks are indispensable. Employers should verify the authenticity of educational qualifications, professional certifications, and employment histories provided by candidates. Utilising reputable background screening services, such as Reed Screening, can help uncover discrepancies and ensure that prospective hires possess the credentials they claim.Identity verification measures are essential. Adopting biometric authentication or identity verification technologies will help, reducing the likelihood of impersonation and identity theft.Stringent interview processes can also serve as a deterrent against fraudulent candidates. Conducting multiple rounds of interviews, including in-person assessments, and soliciting detailed responses can identify genuine candidates from impostors.Technology can automate and streamline recruitment processes. Candidate tracking systems equipped with fraud detection algorithms can flag irregularities in applications, adding a further layer of protection.It can also help to raise awareness of hiring fraud with your employees – encouraging them to report suspicious activities and provide avenues for whistleblowing. Providing guidance on how to spot red flags can have a ripple effect, protecting both the business and employees from falling victim to fraud in their career.Protect your business with our hiring fraud guidance – free downloadTechnology has enabled criminals to take advantage of traditional recruitment processes, and organisations must adapt if they are to avoid CV fraud, employment scams, manipulation of AI tools and many more tactics.Reed Screening, together with Better Hiring Institute and other partners, have defined hiring fraud as any fraud committed during the hiring process, which may be committed by an individual against an organisation, or by an entity against a jobseeker.This comprehensive guide, ‘Tackling hiring fraud: the response to a growing problem’, identifies how employers can protect their organisations, using expert advice on how to prevent the most common criminal activity."Employers should be very worried about hiring fraud. At Reed Screening, we have made huge progress over the last few years in making hiring faster globally, including being referenced by UK government for our work on digital right to work. However, with the development of technology and improvements in the speed of hiring, we have seen an acceleration and amplification of fraud."Keith RosserDirector of Group Risk & Reed Screening – ReedThe new Better Hiring Institute free guide on tackling hiring fraud, co-written by Reed Screening and Cifas, contains a really useful checklist for HRDs (human resources directors) and CPOs (chief people officers) to use to ensure the company they represent has all the right defences in place.Download our free hiring fraud guidance to help safeguard your organisation using the button at the top of this page.
Employee monitoring: a guide to best practices
Employee monitoring can help ensure productivity and accountability among employees, as managers can track their work progress and identify areas where improvement is needed. Monitoring enhances data security by detecting and preventing unauthorised access or data breaches and additionally, it enables you to adhere to regulatory and compliance requirements, reducing legal risks. The key thing to remember is that workplace surveillance is perfectly acceptable, as long as you can legally justify your reasons, and it is always better to be ‘overt’, not ‘covert’. A report shows that despite normality returning to working life post-pandemic, demand for employee surveillance software is 49% above 2019 levels. Our eBook, ‘Employee monitoring: a guide to best practices’, provides insight from top experts in the field including: Keith Rosser, Director of Group Risk and Reed Screening, Reed Hayfa Mohdzaini, Senior Research Adviser, CIPD By downloading this eBook, you will discover: What employee monitoring is Whether it's needed for your businessConsiderations for introducing workplace monitoring The benefits and drawbacks Potential impact of surveillance on the workforce Your duties as a responsible employer “Monitoring software that employees see as intrusive and unnecessary is more likely to erode mutual trust in the employment relationship. Employers need to show how using monitoring software can benefit employees, while respecting their privacy.” -Hayfa Mohdzaini, Senior Research Adviser, CIPD.
Manager’s guide to offboarding – the complete kit
An employee resignation can be a stressful time - but getting it right is essential to maintaining team performance.This kit takes you through the leaving process step by step, ensuring you cover all of the vital actions, gather valuable information from the departing team member, and keep morale high while minimizing disruption."If handled incorrectly, someone leaving can result in a missed opportunity - all that information just walks out the door."This kit will help you toMinimize disruption and keep morale high with a stress-free offboarding processFuture-proof your team from resignations with actionable feedback from the leaving employeeRecruit, reallocate, or restructure? Find the best way to deal with your vacancyThe kit containsAn expert guide featuring a step-by-step offboarding plan, failsafe handover process, information on effective exit interviews, and how to fill the team skills gap assessment.Time-saving tools and resources include an offboarding checklist, a nine-box succession planning grid, announcement email templates, and an exit interview template.
Ultimate guide to employee benefits
Ideas about employee benefits are changing. Gone are the days of a free eye test and 20 days’ annual leave cutting any ice. A new generation is demanding more – and getting it – from fertility benefits to performance bonuses, and long-service rewards in the shape of cars and luxury holidays.Our ultimate guide to employee benefits illustrates the latest popular and emerging benefits around the world. Download your free copy today for ideas that will benefit your workforce.While not every business may be prepared to offer high-end perks, those that can are seeing the pay-off in employee retention and attraction.At the end of 2022, Reed carried out a survey of 5,000 professionals, asking for their thoughts on work, from salary to job security, and the all-important benefits in between.Shockingly, the survey revealed a huge number, 28%, said they do not receive any organisational benefits at all. Flexi working was the most common perk received, as indicated by 23% of workers, among a list that included life insurance, performance bonus, and the ability to purchase additional annual leave. Second and third most commonly-received benefits were financial: annual salary increments (19%) and a company pension higher than the required amount (18%).In comparison to the perks those respondents said they wanted in these testing economic times, financial benefits ranked unsurprisingly highly – with 43% placing it top of the wishlist. However, flexi working and a four-day week tied in second place with 36% finding them desirable, indicating the importance for employers to take a more relaxed approach to physical workplaces and hours. With millions of desk-based roles successfully undertaken remotely throughout the pandemic, a demand for a full return to the office can be off-putting to jobseekers anticipating greater flexibility in their working day.It’s wise to research what your existing workforce most values before grabbing the coattails of any passing trend that could end up unaffordable and underused. Run regular employee surveys to find out their concerns and desires, and as a way of improving employee engagement. When you understand what motivates your workforce, you’ll be in a stronger position to help them, attract new workers and keep them. By downloading this eBook, you will discover our pick of benefits that most inspire the workforce, with expert insight and tips.Content includes: Employee recognition programmes Health and wellbeing Staff discounts Career and life coaching Learning and development Pensions Get your free ‘Ultimate guide to employee benefits’ today.
Employee satisfaction: building a happier workforce
In the wake of the Covid pandemic, Reed decided to investigate the subject of employee satisfaction to find out what people most want from their working lives. We surveyed 2,000 employees in a variety of sectors to do this.Key findings from the survey revealed:24% of workers are planning on changing jobs in the next two yearsOver a third (36%) feel their pay is too low for the work they doWorkplace friendships are the most satisfying element of working for their current company (45%), with flexibility of working hours (40%) and salary (33%) closely followingTwo thirds (65%) stated their company does not offer rewards for good performanceThis eBook looks primarily at the ingredients of employee satisfaction: the measures to which managers should aspire to keep their workforce satisfied, also addressing the more aspirational theme of engagement. Throughout, experts in the field share their insight and methods for raising staff satisfaction, using tried and trusted ideas that might be useful to integrate into your organisation. Experts featured in this eBook include:Carolyn Nevitte, Director, People InsightMatthew McDonnell, Director of Employee Experience, Willis Towers WatsonKatie Whitehouse, HR Director UK&I, ServiceNowChris Brindley, Head of Reward & Co-member Experience, ReedNiamh Macaskill, Head of People and Experience, CamelotA happy workforce is a productive one and listening to employee views is the first step employers can take to make changes for the better.By downloading this eBook, you will understand:What employee satisfaction meanAs well as in their day-to-day tasks, staff satisfaction is closely linked to how an employee feels about a company’s style of management and organisational culture – the traits that define the business such as internal communication, staff development policies, and recognition of employee performance.Key considerations in raising employee satisfactionFor satisfaction at work, employees need a direction and a sense of purpose that keeps them going. Therefore, leaders must be clear about their strategy and goals to help employees feel connected, valued and fulfilled. Best practice in designing a satisfaction surveyA well-designed, well-timed employee satisfaction survey can reap rewards for your business in the long term, maintaining a workforce that can be trusted to deliver. Surveys shouldn’t just be saved for times of hardship.How to use survey data to implement changeOne way to generate high employee satisfaction is to focus directly on those areas that matter most to employees – and regularly review them to ensure they remain relevant.The future of employee satisfactionTo be an ‘employer of choice’ in the future, employers cannot merely offer competitive rewards, development opportunities, and healthy company culture. They’ll need to provide a consistently positive employee experience as well.