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Effective relationship management serves two purposes, it:

  1. assures employees their concerns are being dealt with fairly and professionally, building trust
  2. makes review processes more efficient by reducing progress inquiries.

Effective relationship management with employees through reviews have positive long term implications for employment relationships.

The 'how' of a review is as important as the 'what'.

Central to this is personal contact between reviewers and review applicants.

Many review applicants feel the need to tell their story to an impartial person.

Some review applicants inform the Merit Protection Commissioner that it was not until applying for secondary reviews that someone listened to them. While this may be only a perception, it highlights the importance of managing the employee's experience of their review.

Typically there are three important stages during the review process. Engaging effectively with review applicants these stages helps manage perceptions. These are:

  • the discussion at the start of the review
  • updates provided during the review process
  • the discussion at the end of the review.