Procedure - How to Perform a Review
Section: Human Resource Procedure
Procedure Owner: Ignition633 Ministries Nigeria Human Resources
Procedure Name: How to Perform Review Procedure
Origination Date: May 2025
Purpose
The purpose of a performance review is to formally assess the employee's work within a given time period (quarterly-4 times per year). Supervisors will evaluate the workers' overall job performance, identify strengths and weaknesses, offer feedback, and help them to set goals. This is also a time for the employee to ask questions and share feedback with their supervisors as well.
By the end of the review, employees should know and understand the areas they are doing well in and where they can improve, have a goal set up to make those improvements, and discuss any questions or concerns they are having with their employee.
Scope
This procedure applies to all staff members of Ignition633 Ministries Nigeria and their direct supervisors. It covers the quarterly performance review process for evaluating employees’ job performance, providing constructive feedback, identifying areas of strength and improvement, setting professional goals, and encouraging two-way communication.
Definition
A performance review is a formal, structured process in which an employee’s job performance is evaluated by their supervisor over a specific period. It involves assessing work quality, productivity, communication, attitude, and goal achievement.
How to Perform a Review
Regularly Give Informal feedback
You should not wait until an employee performance review to give feedback to your employees; you should be giving them regular feedback consistently. The performance review should not be the first time they are hearing from you that they are/aren't performing well.
Don't focus on the bad, but also give high praise and set positive examples for people in the workplace. If you're only addressing issues or focusing on the employees who aren't performing as well as others, you're missing an opportunity to express gratitude to those who shape the innovation, creativity, and culture within the ministry. Though they may not need as much guidance as other employees, these individuals could lose their passion or motivation if they are not occasionally recognized.
Prepare Ahead of Time
Prepare your performance review ahead of time. Make sure to look at the previous performance review to note the employee's progress and see if they met past goals. This will help you track their progress and give accurate feedback.
Schedule the time with the employee and make sure they let their supervisor know so it does not disrupt their work.
Have a space prepared to conduct the performance review that is private. Plan for each one to take between 15-20 minutes, giving time to fully go over the evaluation and allowing them time to speak.
Be Honest
No employee is perfect, and there will always be room for improvement! Decide what is worth addressing, and don't hesitate to bring it up. If you know an issue is affecting your team, do not avoid it. If you do not correctly address a bad behavior, these behaviors will not change in the workplace. By not bringing up any issues, you are doing them and the entire workplace a disservice. Remember, we are all a team and unified through this ministry!
If you are giving any negative feedback, remember to come from a place of love, and it is not about the PERSON but about their actions. Leave emotions out of it. We want to see improvement, not only for them but for the ministry as a whole-we all have our part!
Give Examples
When discussing areas for improvement or things an employee has done well, make sure you have clear examples to reference. Having these examples proves to the employee that you are paying attention and adds credit to your expectations.
Listen
Listen to the employee. Get any feedback from them you may need to know to help them perform better.
Biblical Reminders/Encouragement
- O work for the glory of God.
First and foremost, the reason we do anything should be for the glory of God alone. Ask yourself, "Who do I work for?" "Am I working to live, or do I live to work?" Whatever job title you may have, you can be content because you are not working for yourself but for the glory of God. (1 Corinthians 10:31)
- Work is a blessing.
God did not give us work to complain, grumble, or dread our jobs, but as a gift and blessing in our lives and to others. (Ecclesiastes 2:24-25)
- Work until the job is finished.
We have a job to do here on earth; we must finish and finish strong. Just because we might retire at 65 doesn't mean our work has stopped there. Whether we are being paid or not, God calls us to continue in meaningful work and serve purposefully. (acts 20:28)
- Work is not for yourself alone.
Work is not to provide for your own life but to provide for those around you too. (Ephesians 4:28)
- Work calls for obedience.
Whether we are recognized or not, a good worker is diligent and humble to the task and ministry. After all, the number one employer of all is Jesus Christ. Ensure you view your job as an act of service to Jesus, not only your employer. (Colossians 3:22)
- Work humbles us.
Our work teaches us to be thankful for whatever job we have and to appreciate the small things in life. (1 Corinthians 9:19)
- Work should be done with excellence.
We are not to aim for the human standard of excellence but rather God's standard of excellence. Our work is not to please mankind but to please God himself. (Ephesians 6:6-7)
- Above all, work for the glory of God.
If this is the motive for our work in every aspect of our lives, we can see a transformation in our perspective of work. No matter what title we have, how tedious or maybe even boring our work may be, it will become a job and delight because we do it for the glory of God alone. (Matthew 6:33)
----------------------------------------------------------------------------------------------------------------------------
This procedure will be reviewed annually and is subject to change. Any changes will be communicated to all employees promptly.
For any questions or further assistance regarding this procedure, employees should contact the HR department at hr.nigeria@ignition633.org.