Review is really about communication and growth.

Pat Kelly is President of Brokerage Operations at Realty ONE Group – www.RealtyONEGroup.com, is a full-service real estate brokerage firm with nearly 8,300 associates, headquartered in Irvine, California.

Whose responsibility is Performance Management?

Having the employee have buy-in to the process, to allow them to know in advance how they are being reviewed and allow them the opportunity to evaluate themselves to see how their evaluation compares to that of the supervisor.

Should Development discussions be de-linked from Performance Reviews?

This is certainly tricky, the review is really about communication and growth, not an increase in pay, but it can be a challenge to change that mindset.

Which is the Performance Management model that’s most effective?

A combination of scoring and written evaluation.  Scoring can be dangerous because everyone has a different interpretation of what a “good” score is.

What works best in Employee Performance Management?

A cooperative performance review has great benefits, allowing the employee to evaluate themselves, state their strengths as well as areas that could improve allows them to be part of the process.