
Why you should diversify your recruitment processes
A diverse and inclusive team undoubtedly increases productivity and innovation and helps achieve results.
The fundamental difference between performance and salary reviews is that a performance review is all about development and career progression and a salary review is purely about remuneration.
It is a common belief that the two should always be kept separate and this is why?
Performance review should be used to promote and encourage development and growth, however, there are many companies that tie bonus payment with performance. The majority of bonus payments are measured on individual or company performance or a combination of both. If this is the case, the bonus structure should be set in black and white and the measurables should be communicated clearly. When the time to award the review arrives there really should be no need for a discussion, it is a given or not as the case may be.
It is now a common belief that the way to drive high performance is through honest feedback that employees and managers really hear. Clouding the focus with a conversation on pay and bonus is not conducive, nothing would be heard other than if their performance has been enough to deserve a pay rise or receive that annual bonus.
Keep the two separate and concentrate on using the performance review to focus on success and work through areas for development.
For further information on how Pertemps can assist with any recruitment matters, please contact andrea.frith@pertemps.co.uk
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A diverse and inclusive team undoubtedly increases productivity and innovation and helps achieve results.
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