How often do you do Employee reviews, yearly?

[Grant]

When it comes to your employees, do you ever do employee reviews? How often do you do them? Do you set them up every year? Or do one every few years or later? I think if you run a business, you should review what your employee has done at some point, and give them tips on what they did wrong and give them props for the good work they have done. How often would you have employee reviews? I think once a year or every couple years would be good. What do you think?

 

[Kane]

Currently, I do not have anyone working on a full-time basis or or on a payroll. I have remote workers, and virtual assistants who work on a contract basis. Oncer the contract ends, I will review the performance and if I find the worker to be above average, I will but him my list for next job.

 

[Ja sa bong]

How about weekly employee reviews? This is what I do and don't get me wrong, it's easy for me to carry it out weekly with having all of my workers send in their weekly work report. I use this report to review their performances every week and address any flaw I find out early in its bed.

 

[Frank]

When it comes to your employees, do you ever do employee reviews? How often do you do them? Do you set them up every year? Or do one every few years or later? I think if you run a business, you should review what your employee has done at some point, and give them tips on what they did wrong and give them props for the good work they have done. How often would you have employee reviews? I think once a year or every couple years would be good. What do you think?

I have a quarterly analysis of how my employees are doing at the workplace. I always want to see what they are doing and how fast it took them to be able to complete such task. This is because I wouldn't want to have a staff that is not ready to improve as they work for me at the workplace. Having a staff that is working hard to improve is very important to have at the workplace.

 

[Heatman]

Personally, I usually try as much as possible to carry out my employees review on monthly basis because it is when I am usually paying them their salary. So, it is by right that I review whatever they have done within the month to know how their productivity have been so that I would know exactly what I am paying them in terms of giving them added incentive.

 

[Ja sa bong]

Currently, I do not have anyone working on a full-time basis or or on a payroll. I have remote workers, and virtual assistants who work on a contract basis. Oncer the contract ends, I will review the performance and if I find the worker to be above average, I will but him my list for next job.

I've never hired anyone to work for me online as a virtual assistant. If I did, it would be easy to review their work because all they are doing is carried out online. There's a log to check through everything. The jobs I would give the virtual assistant to do will call him out if it's not done.

 

[Heatman]

I have a quarterly analysis of how my employees are doing at the workplace. I always want to see what they are doing and how fast it took them to be able to complete such task. This is because I wouldn't want to have a staff that is not ready to improve as they work for me at the workplace. Having a staff that is working hard to improve is very important to have at the workplace.

I have actually seen some businesses that are constantly supervising and monitoring the activities of their employees on daily basis. This is simply because they don't want to give any room for any of their employees to slack when it comes to doing their job.

Whenever you know that all your activities are being supervised and monitored as a staff, you will always make sure to perform at their very best so that the company is not going to have issues with how you are doing your job.

 

[Good-Person]

Personally, I usually try as much as possible to carry out my employees review on monthly basis because it is when I am usually paying them their salary. So, it is by right that I review whatever they have done within the month to know how their productivity have been so that I would know exactly what I am paying them in terms of giving them added incentive.

It is always a good thing to do it on monthly basis. This is because it may help you evaluate the performance of your employees on monthly basis and this could be a great thing to do, especially when you are thinking about promoting your employees.

 

[Heatman]

It is always a good thing to do it on monthly basis. This is because it may help you evaluate the performance of your employees on monthly basis and this could be a great thing to do, especially when you are thinking about promoting your employees.

I believe that it is something that is always going to be very good for you to evaluate your workers on monthly basis because it is going to give you more time to collect enough data on what they have been able to do. They cannot pretend over the course of one month but they can actually do it over the course of few days if you're doing it frequently.

 

[Good-Person]

I believe that it is something that is always going to be very good for you to evaluate your workers on monthly basis because it is going to give you more time to collect enough data on what they have been able to do. They cannot pretend over the course of one month but they can actually do it over the course of few days if you're doing it frequently.

In many cases, it may be very hard for a company to offer employee reviews every month. This is why they may offer employee reviews every year. However, this does not mean that the monthly performance of employees should be ignored. Employees should be rewarded every month for their exceptional performance.

 

[Baker]

Though I'm presently not an employer of labour yet. I will recommend doing employee reviews at least once a year, but ideally more frequently. It's important to regularly check in with employees to see how they're doing, what they're working on, and how they're feeling about their job. Regular employee reviews can help in addressing little issues that when left for a long time and not sorted can cause a huge negative effect.

 

[Good-Person]

I believe that it is something that is always going to be very good for you to evaluate your workers on monthly basis because it is going to give you more time to collect enough data on what they have been able to do. They cannot pretend over the course of one month but they can actually do it over the course of few days if you're doing it frequently.

I have been with an organisation where they used to "review" employees daily. If an employee generates many sales, then such an employee is praised. However, if the same employee fails to perform the next day, then they were bashed. This is very unfair, I must say.

 

[Heatman]

I have been with an organisation where they used to "review" employees daily. If an employee generates many sales, then such an employee is praised. However, if the same employee fails to perform the next day, then they were bashed. This is very unfair, I must say.

Well, all I can say is that it's not bad for a company to review their workers performances every day. It only means that they have the resources for doing so. It's just the approach they are making use of is what's wrong. They need to work on it and find the best way to motivate their workers to keep up high scores everyday.

 

[Good-Person]

Well, all I can say is that it's not bad for a company to review their workers performances every day. It only means that they have the resources for doing so. It's just the approach they are making use of is what's wrong. They need to work on it and find the best way to motivate their workers to keep up high scores everyday.

I think that it is not a good thing to review the performance of a worker every day. This is because not all the workers could perform well in a company every day. The level of performance may vary, and I think that it would be really unfair to judge a worker's performance every day. Having said that, most of the companies never evaluate the performance each day. This also depends a lot on the model of business.

 

[Heatman]

I think that it is not a good thing to review the performance of a worker every day. This is because not all the workers could perform well in a company every day. The level of performance may vary, and I think that it would be really unfair to judge a worker's performance every day. Having said that, most of the companies never evaluate the performance each day. This also depends a lot on the model of business.

Personally, I don't also think that it's something necessarily important to be reviewing workers performances every day. Even though it's targeted to getting them to perform well but it's also going to add unnecessary too much pressure on them. This is going to make it very difficult for them to work better.

 

[Good-Person]

Personally, I don't also think that it's something necessarily important to be reviewing workers performances every day. Even though it's targeted to getting them to perform well but it's also going to add unnecessary too much pressure on them. This is going to make it very difficult for them to work better.

This has been the case in many companies where they try to evaluate the performance of employees each day and this does not make any sense. On the contrary, there are many companies where the management realises this problem and they refuse to review employees every day, even though the job requires them to sell product every day. This is much more optimal choice.

 

[Heatman]

This has been the case in many companies where they try to evaluate the performance of employees each day and this does not make any sense. On the contrary, there are many companies where the management realises this problem and they refuse to review employees every day, even though the job requires them to sell product every day. This is much more optimal choice.

The person who's reviewing all the works of other employees wouldn't be doing anything else for one company except reviewing others work. What's the contribution he or she is bringing to the company? I don't see much of it. The person should also work, add to the output of the business and review once in a month.

 

[Good-Person]

The person who's reviewing all the works of other employees wouldn't be doing anything else for one company except reviewing others work. What's the contribution he or she is bringing to the company? I don't see much of it. The person should also work, add to the output of the business and review once in a month.

I think that people who review the work and performance of other people usually belong to the human resource department. However, this may not be the case all the time. I have worked in a place where the manager used to supposedly "evaluate" the performance of employees while he was himself doing absolutely nothing but sitting in the chair and giving orders.

 

[Heatman]

I think that people who review the work and performance of other people usually belong to the human resource department. However, this may not be the case all the time. I have worked in a place where the manager used to supposedly "evaluate" the performance of employees while he was himself doing absolutely nothing but sitting in the chair and giving orders.

As far as I'm concerned, they are all doing rubbish because they are using the time that was supposed to be used and improve on the business production output for just poking and looking for where to shout at employees for doing this or that which doesn't add any value to the business.