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FAQs

The crucial skill here is to recognise employees' feelings and incorporate that information into performance decisions. A review is an opportunity to increase awareness of past and present performance, both good and bad, in order to improve and/or modify it in the future.

It is important for businesses to track and review performance because it helps them understand where they are succeeding, where they need work, and what changes need to be made in order for them to reach their goals. It also helps identify the strengths and weaknesses of employees so that the company can focus on improving those areas instead of wasting time on areas that have been identified as lacking in skill sets.

A performance review is a form of communication that can be difficult to navigate. The most important thing to remember is that it is not an interrogation. A performance review should be an opportunity for the employee and their manager to talk about their progress and what they have done well.

Some tips on how you can improve your performance review skills include:

  • Be open-minded, even if you don't agree with the feedback given by your manager or co-workers
  • Take notes during the conversation so that you can refer back to them later
  • Come up with questions for your manager that will help them elaborate on their feedback
  • Don't get defensive when someone talks about one of your weaknesses

  • Skills for tracking and reviewing performance are two different things.
  • The skill for tracking performance is a set of skills that help you to measure the progress of your work and identify areas where improvement is needed.
  • The skill for reviewing performance is a set of skills that help you to review your work, assess progress, and make necessary adjustments.

The benefits of using skills for tracking and reviewing performance include:

  • Improved employee engagement
  • Better employee retention
  • Increased productiviaty

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