Executive Performance Reviews

Boosting Leadership Impact with Executive Performance Reviews

The impact of an organisation’s leaders is a key driver of business success. Executive performance reviews serve as a crucial lever in aligning leadership actions with strategic objectives and enhancing overall organisational health and performance.

Why Executive Performance Reviews Matter

Executive performance reviews go above and beyond routine check ins by ensuring your leadership is not just competent, but also completely aligned with your organisation’s long-term goals. These reviews are pivotal for reinforcing leadership accountability, encouraging professional growth, and aligning your whole organisation.

The Advantage of External Facilitation

Over half of leaders(52%) say their employees are highly engaged in the performance management process…

Only 45% of employees agree.

After many conversations with our clients all across Australia, the key reasons for this we found are:

That performance reviews are too time consuming.
They aren’t directly relevant to people’s daily roles.
The processes implemented rarely drive the right behaviours, instead being competitive, rather than collaborative.
They are highly subjective, often based on favouritism and feel unfair and demotivating.
And then in the end there’s no follow through.

This applies to all employees, and executives are no different – if anything these feelings are heightened with larger risk implications. That’s why many organisations turn to external support. Engaging external facilitators to conduct these executive performance reviews brings several benefits, including:

Objectivity and Unbiased Insights

External facilitators offer a fresh perspective, free from internal biases or politics. This level of objectivity ensures the feedback is transparent and equitable, enhancing its acceptance and impact. This impartiality is crucial when navigating organisational dynamics or sensitive issues that might otherwise be avoided or biased by internal relationships or hierarchies. External facilitators can address performance gaps and areas of potential conflict without the risk of favouritism or preconceived notions, which all too often impact internally conducted reviews.

Confidentiality Enhances Trust

Executives are often more open and honest in their feedback when engaging with an independent facilitator. This confidentiality allows a safe environment for genuine dialogue, leading to deeper insights and more effective development conversations.

Expertise and Best Practices

External facilitators are not just administrators of a process, they bring a wealth of knowledge, experience, and best practices from a variety of organisational contexts. Their expertise will enrich the review process, ensuring it is both comprehensive and forward thinking.

Efficiency Without Distractions

With an external facilitator looking ahead, your internal team can remain focused on their core responsibilities. This arrangement maximises efficiency and minimises disruption to daily operations.

Targeted Development and Growth

Beyond assessment, external facilitators provide valuable developmental feedback and actionable insights. They help pinpoint both strengths and areas for improvement, paving the way for focused executive development. By highlighting specific competencies and behaviours that need attention, facilitators can recommend targeted training, mentoring, and coaching opportunities that directly address these needs.

Quantifying Leadership Impact

Finally, assessing how leadership affects organisational health is vital. External facilitators can evaluate factors such as the leader’s influence on employee retention, engagement levels, and overall corporate culture. This holistic view helps organisations understand the true impact of their leaders so that they can provide support, lend praise, and drive meaningful changes where needed.

Perks People Solutions – Your Partner in Executive Development

At Perks People Solutions, we’re deeply invested in the impact of well-executed executive performance reviews. Our tailored services are designed to fit your unique organisational position and include:

Comprehensive Assessments → We conduct thorough evaluations of executive performance, covering key competencies and leadership effectiveness aligned with your strategic goals.

Actionable Feedback → Our reports go beyond diagnostics to offer actionable insights, helping leaders understand their impact and identify areas for growth.

Developmental Support → We assist in building developmental plans that not only address current problems but also prepare leaders for future challenges.

Performance 360 Surveys → Utilising tools like the Saville Wave Performance 360, we provide a multi-rater feedback system that offers a comprehensive view of an executive’s performance, bridging the gap between self-perception and external perception.

Your leadership team’s performance and strategic alignment could be greatly improved with our expertly facilitated executive reviews. Get in touch to learn more about how we can strengthen your leadership and wider organisation.

Cecilia White( Director, HR Consulting )

With a background in legal practice, Cecilia has developed strong technical expertise in all matters relating to workplace law, including awards, contracts, disciplinary matters, investigations, equal opportunity and HR policy development. Her legal background is combined with her expertise across all areas of HR management and strategy, as well as significant experience in delivering workplace training.

Cecilia is also an experienced and nationally accredited mediator, specialising in workplace mediation.

With a proven ability to provide advice that is both technically sound and commercially pragmatic, Cecilia’s focus is to develop strong partnerships with clients and work with them to manage risk and liability, ensure compliance, optimise performance and achieve positive outcomes for their organisation, however large or small. She strongly believes that prevention is better than the cure and that strong policies and contracts, early intervention and excellent communication are critical to ensuring effective people management.

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