{"id":17651,"date":"2022-08-15T02:28:06","date_gmt":"2022-08-15T02:28:06","guid":{"rendered":"https:\/\/employmenthero.com\/sg\/resources\/performance-review-guide\/"},"modified":"2025-06-29T18:16:07","modified_gmt":"2025-06-29T18:16:07","slug":"performance-review-guide","status":"publish","type":"resources","link":"https:\/\/employmenthero.com\/sg\/resources\/performance-review-guide\/","title":{"rendered":"A Manager&#8217;s Guide To Performance Reviews"},"content":{"rendered":"\n\n\n<div class=\"wp-block-group alignfull resource-sticky-downloadable-template has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<div class=\"wp-block-group alignfull blog-template-header has-light-violet-50-background-color has-background has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<div class=\"wp-block-group alignfull has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\"><div style=\"--bb--crumb-gap:.4em;\" class=\"blog-template-breadcrumb wp-block-employmentherocom2025-breadcrumb-block\"><nav role=\"navigation\" aria-label=\"Breadcrumbs\" class=\"breadcrumb\"><ol class=\"breadcrumb-items\"><li class=\"breadcrumb-item breadcrumb-item--current breadcrumb-item--home\"><span class=\"breadcrumb-item-name\">Home<\/span><\/li><\/ol><\/nav><script type=\"application\/ld+json\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@type\":\"BreadcrumbList\",\"itemListElement\":[{\"@type\":\"ListItem\",\"position\":1,\"item\":{\"name\":\"Home\",\"@id\":\"https:\\\/\\\/employmenthero.com\\\/sg\\\/\"}}]}<\/script><\/div>\n\n\n<div class=\"wp-block-group blog-template-tags-row is-content-justification-space-between is-nowrap is-layout-flex wp-container-core-group-is-layout-4 wp-block-group-is-layout-flex\" style=\"padding-bottom:var(--wp--preset--spacing--9)\">\n<div class=\"wp-block-group blog-template-tags is-layout-flex wp-container-core-group-is-layout-1 wp-block-group-is-layout-flex\"><div style=\"font-style:normal;font-weight:600\" class=\"taxonomy-resource-type eh-resource-type wp-block-post-terms\"><img decoding=\"async\" class=\"wp-block-post-terms-icon\" width=\"20\" height=\"20\" alt=\"icon-blog\" loading=\"lazy\" src=\"https:\/\/employmenthero.com\/sg\/wp-content\/uploads\/sites\/3\/2025\/04\/Blog.png\"><a href=\"https:\/\/employmenthero.com\/sg\/resources\/guides-and-playbooks\/\" rel=\"tag\">Guides and Playbooks<\/a><\/div>\n\n<ul style=\"display: flex; gap: var(--wp--preset--spacing--2); padding-left: 0; flex-wrap: wrap;\"><li style=\"background-color: #e8e7e8;padding: var(--wp--preset--spacing--0-5) var(--wp--preset--spacing--3);border-radius: var(--wp--preset--spacing--8);margin: 0;display: inline-flex;align-self: center;\">\n                <span class=\"has-sm-font-size\" >\n                    <a href=\"https:\/\/employmenthero.com\/sg\/resources\/leadership-and-management\" title=\"Leadership and Management\" style=\"font-weight: 500;\">Leadership and Management<\/a>\n                <\/span>\n                <\/li><li style=\"background-color: #e8e7e8;padding: var(--wp--preset--spacing--0-5) var(--wp--preset--spacing--3);border-radius: var(--wp--preset--spacing--8);margin: 0;display: inline-flex;align-self: center;\">\n                <span class=\"has-sm-font-size\" >\n                    <a href=\"https:\/\/employmenthero.com\/sg\/resources\/people-and-culture\" title=\"People and Culture\" style=\"font-weight: 500;\">People and Culture<\/a>\n                <\/span>\n                <\/li><\/ul><\/div>\n\n\n\n<div class=\"wp-block-group social-icons-mobile is-vertical is-layout-flex wp-container-core-group-is-layout-3 wp-block-group-is-layout-flex\">\n<div class=\"wp-block-group is-nowrap is-layout-flex wp-container-core-group-is-layout-2 wp-block-group-is-layout-flex\" style=\"margin-top:var(--wp--preset--spacing--2);margin-bottom:var(--wp--preset--spacing--2)\"><div \n    class=\"eh-social-sharing-button wp-block-employmentherocom2025-eh-social-sharing-button\" data-icon=\"facebook\" data-social-type=\"facebook\">\n    <span style=\"display: flex;\">\n        <svg class=\"icon\" width=\"24px\" height=\"24px\" viewBox=\"0 0 20 20\" version=\"1.1\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" xmlns:xlink=\"http:\/\/www.w3.org\/1999\/xlink\"> <title>Group<\/title> <path d=\"M14.4446 6.47609H11.4173V4.40033C11.4173 3.62078 11.9115 3.43904 12.2596 3.43904C12.6068 3.43904 14.3958 3.43904 14.3958 3.43904V0.0120058L11.4537 0C8.18772 0 7.44447 2.55599 7.44447 4.19168V6.47609H5.55566V10.0075H7.44447C7.44447 14.5394 7.44447 20 7.44447 20H11.4173C11.4173 20 11.4173 14.4856 11.4173 10.0075H14.0981L14.4446 6.47609Z\"><\/path><\/svg> \n    <\/span>\n    <\/div>\n\n<div \n    class=\"eh-social-sharing-button wp-block-employmentherocom2025-eh-social-sharing-button\" data-icon=\"twitter\" data-social-type=\"twitter\">\n    <span style=\"display: flex;\">\n        <svg class=\"icon\" width=\"17\" height=\"18\" viewBox=\"0 0 17 18\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"> <g clip-path=\"url(#clip0_2187_1527)\"> <path d=\"M6.88269 10.3821L0.554058 18H2.05374L7.54889 11.3855L11.9379 18H17L10.363 7.99774L17 0.00924304H15.5002L9.69721 6.99436L5.06215 0.00924304H-5.51343e-07L6.88306 10.3821H6.88269ZM8.93683 7.90961L9.60929 8.90561L14.9598 16.8309H12.6563L8.33833 10.4349L7.66587 9.43894L2.05303 1.12518H4.35659L8.93683 7.90923V7.90961Z\" fill=\"currentColor\"><\/path> <\/g> <defs> <clipPath id=\"clip0_2187_1527\"> <rect width=\"17\" height=\"18\" fill=\"white\" transform=\"matrix(-1 0 0 -1 17 18)\"><\/rect> <\/clipPath> <\/defs> <\/svg> \n    <\/span>\n    <\/div>\n\n<div \n    class=\"eh-social-sharing-button wp-block-employmentherocom2025-eh-social-sharing-button\" data-icon=\"linkedin\" data-social-type=\"linkedin\">\n    <span style=\"display: flex;\">\n        <svg class=\"icon\" width=\"17px\" height=\"16px\" viewBox=\"0 0 17 16\" version=\"1.1\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" xmlns:xlink=\"http:\/\/www.w3.org\/1999\/xlink\"> <title>Shape<\/title> <g id=\"Symbols\" stroke=\"none\" stroke-width=\"1\" fill=\"none\" fill-rule=\"evenodd\"> <g id=\"Icons\/Social\" transform=\"translate(-74.000000, -2.000000)\" fill=\"#000000\" fill-rule=\"nonzero\"> <path d=\"M74.2155762,7.20409322 L77.8588786,7.20409322 L77.8588786,18 L74.2155762,18 L74.2155762,7.20409322 Z M76.0616143,2 C74.8146643,2 74,2.80609002 74,3.86411056 C74,4.90036967 74.7908238,5.72989508 76.0139333,5.72989508 L76.0371667,5.72989508 C77.3079571,5.72989508 78.0993476,4.90032981 78.0993476,3.86411056 C78.0755071,2.80609002 77.3079976,2 76.0616143,2 Z M86.8041976,6.95048874 C84.8702857,6.95048874 84.0038929,7.99790755 83.5205667,8.73245583 L83.5205667,7.20409322 L79.8761714,7.20409322 C79.924419,8.21687707 79.8761714,18 79.8761714,18 L83.5205667,18 L83.5205667,11.9708054 C83.5205667,11.6478911 83.5444071,11.3261725 83.6402952,11.0948476 C83.9041595,10.4502147 84.5037738,9.78266458 85.5095667,9.78266458 C86.8291714,9.78266458 87.3561714,10.773129 87.3561714,12.2237722 L87.3561714,18 L91,18 L91,11.8093881 C91,8.49339883 89.2027762,6.95048874 86.8041976,6.95048874 Z\" id=\"Shape\"><\/path> <\/g> <\/g> <\/svg> \n    <\/span>\n    <\/div>\n\n<div \n    class=\"eh-social-sharing-button wp-block-employmentherocom2025-eh-social-sharing-button\" data-icon=\"link\" data-social-type=\"copy\">\n    <span style=\"display: flex;\">\n        <svg class=\"icon\" width=\"18px\" height=\"19px\" viewBox=\"0 0 18 19\" version=\"1.1\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" xmlns:xlink=\"http:\/\/www.w3.org\/1999\/xlink\"> <title>Group 7<\/title> <defs> <polygon id=\"path-1\" points=\"0 0 11.3597146 0 11.3597146 13.250495 0 13.250495\"><\/polygon> <polygon id=\"path-3\" points=\"0 0 11.4438464 0 11.4438464 13.237235 0 13.237235\"><\/polygon> <\/defs> <g id=\"Symbols\" stroke=\"none\" stroke-width=\"1\" fill=\"none\" fill-rule=\"evenodd\"> <g id=\"Icons\/Social\" transform=\"translate(-115.000000, 0.000000)\"> <g id=\"Group-7\" transform=\"translate(115.000000, 0.000000)\"> <g id=\"Group-3\" transform=\"translate(6.640285, 0.000000)\"> <mask id=\"mask-2\" fill=\"white\"> <use xlink:href=\"#path-1\"><\/use> <\/mask> <g id=\"Clip-2\"><\/g> <path d=\"M9.6365839,1.06427739 L9.6365839,1.06407143 C7.63313006,-0.581342526 4.71799441,-0.287025772 3.06469376,1.72767436 L1.68152847,3.42787366 C1.2637913,3.94153775 1.3305731,4.70585509 1.8305341,5.13486964 C2.33069565,5.56409016 3.0749216,5.4955055 3.49265877,4.98184141 L4.8760246,3.28143615 C5.71089731,2.25863908 7.1949372,2.1243532 8.19104884,2.98176443 C8.20769415,2.99597567 8.22413891,3.01059882 8.24038313,3.02522198 C9.18174573,3.92361924 9.26838157,5.42383144 8.43691815,6.43015171 L5.5610895,9.96627791 L5.53461744,9.99634806 C5.38079871,10.1792405 5.20090901,10.3370058 5.00076417,10.4640831 C4.04676718,11.0718709 2.80719278,10.901748 2.04211006,10.0579301 C1.59709864,9.56877523 0.850065046,9.54303024 0.374169553,10.0002613 C-0.100522665,10.4562566 -0.127195273,11.2205739 0.315008503,11.7099348 C1.3991598,12.9045024 2.99670869,13.4575049 4.56377459,13.1800768 C4.80503134,13.1364133 5.04287882,13.0742134 5.27470991,12.9934771 C6.09434113,12.7094584 6.82152068,12.1980598 7.37542854,11.5155086 L10.2440375,7.98947441 C11.0680808,6.96832503 11.4617524,5.65182909 11.3372134,4.33183184 C11.2235039,3.05137889 10.6100339,1.87267016 9.6365839,1.06427739\" id=\"Fill-1\" fill=\"#000000\" mask=\"url(#mask-2)\"><\/path> <\/g> <g id=\"Group-6\" transform=\"translate(0.000000, 5.762765)\"> <mask id=\"mask-4\" fill=\"white\"> <use xlink:href=\"#path-3\"><\/use> <\/mask> <g id=\"Clip-5\"><\/g> <path d=\"M7.78481199,8.39527139 L6.54864687,9.91484383 C5.73222439,10.9339336 4.27946967,11.1129128 3.25127068,10.3214088 C2.2300908,9.49612727 2.05361038,7.97696676 2.85719793,6.92821874 C2.87083505,6.91050619 2.88447217,6.89299959 2.89851039,6.87569896 L5.82387388,3.27984437 L5.84553284,3.25492322 C5.99915102,3.07203079 6.17924127,2.91447144 6.37938611,2.78739415 C7.23972815,2.23645131 8.34754387,2.31595185 9.12506044,2.98449782 C9.2157072,3.06235067 9.30073868,3.14700021 9.37915214,3.23782854 C9.60657122,3.50207514 9.93486491,3.6513961 10.2784001,3.64665902 C10.6175233,3.64171598 10.9377951,3.48498047 11.155588,3.21764447 L11.1696262,3.20034383 C11.5426416,2.74620216 11.5342187,2.07930388 11.1497722,1.63546021 C9.42768425,-0.367088286 6.45118155,-0.55698335 4.50107292,1.21159465 C4.32298813,1.37306725 4.15713665,1.54813319 4.00472174,1.73555674 L1.08738009,5.32173121 C-0.548874157,7.35084854 -0.312430505,10.3492133 1.62043117,12.0813364 C2.56821124,12.921447 3.80678291,13.3317192 5.05377751,13.2188532 C5.20097822,13.2064956 5.34697566,13.1875473 5.49176982,13.1613904 C6.61362375,12.9593437 7.63039162,12.3585585 8.36398864,11.4636626 L9.59594229,9.94923914 C10.0136795,9.43578101 9.94709821,8.67146367 9.44693666,8.24224316 C8.94677511,7.81302264 8.20254916,7.8816073 7.78481199,8.39527139\" id=\"Fill-4\" fill=\"#000000\" mask=\"url(#mask-4)\"><\/path> <\/g> <\/g> <\/g> <\/g> <\/svg> \n    <\/span>\n            <span class=\"eh-social-sharing-button__copied_text\">\n            URL copied for sharing!        <\/span>\n    <\/div><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group post-title-mobile has-global-padding is-layout-constrained wp-container-core-group-is-layout-6 wp-block-group-is-layout-constrained\"><h2 class=\"blog-template-title wp-block-post-title\">A Manager&#8217;s Guide To Performance Reviews<\/h2>\n\n\n<div class=\"wp-block-group is-nowrap is-layout-flex wp-container-core-group-is-layout-5 wp-block-group-is-layout-flex\">\n<p class=\"has-sm-font-size\">Published<\/p>\n\n\n<div class=\"wp-block-post-date has-sm-font-size\"><time datetime=\"2022-08-15T02:28:06+00:00\">15 Aug 2022<\/time><\/div><\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-columns content-flex is-layout-flex wp-container-core-columns-is-layout-1 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:55%\">\n<div class=\"wp-block-group sticky-downloadable-title has-light-violet-50-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-10 wp-block-group-is-layout-constrained\" style=\"padding-bottom:var(--wp--preset--spacing--24)\"><h1 class=\"blog-template-title wp-block-post-title\">A Manager&#8217;s Guide To Performance Reviews<\/h1>\n\n\n<div class=\"wp-block-group is-nowrap is-layout-flex wp-container-core-group-is-layout-9 wp-block-group-is-layout-flex\"><\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group content-wrapper content-single-content wysiwyg has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n\n<strong><em>What if we told you that times are changing \u2014 annual performance reviews are out, and giving regular feedback is in?<\/em><\/strong>\n\nAs a manager, you\u2019re not only responsible for guiding your team towards success but also for nurturing their individual growth and development. Employee performance reviews play a pivotal role in achieving both of these objectives.\n\nYet the very mention of performance reviews often triggers mixed feelings among both managers and employees.\n\nBut, what if we told you that times are changing? That annual performance reviews are out, and \u200cregular feedback is in?\n\nIf you\u2019re one of many businesses that are still using <a href=\"https:\/\/employmenthero.com\/sg\/blog\/performance-management-history\/\">outdated methods<\/a>, we\u2019re here to tell you about a much more effective model that could be transformative for your staff and business.\n\nFor a comprehensive approach to conducting successful reviews, consider using our <a href=\"https:\/\/employmenthero.com\/sg\/resources\/employee-performance-review-checklist\/\" target=\"_new\" rel=\"noreferrer noopener\">Employee Performance Review Checklist<\/a>. This checklist will guide you in delivering constructive feedback with confidence.\n<h2>What&#8217;s in the Ultimate Performance Kit?<\/h2>\nIn this Kit, we\u2019ll cover:\n<ul>\n \t<li aria-level=\"1\">A more effective way to reflect on performance<\/li>\n \t<li aria-level=\"1\">How often you should be discussing performance<\/li>\n \t<li aria-level=\"1\">What you should be doing before, during and after a review<\/li>\n \t<li aria-level=\"1\">How to give valuable feedback<\/li>\n \t<li aria-level=\"1\">Performance, professional development, professional improvement and 1:1 templates<\/li>\n<\/ul>\n<strong>Download the Kit now.<\/strong>\n\n<em><strong>Other resources:<\/strong><\/em>\n<ul>\n \t<li><a href=\"https:\/\/employmenthero.com\/sg\/blog\/online-performance-management-system-benefits\/\">5 benefits of an online performance management system<\/a><\/li>\n \t<li><a href=\"https:\/\/employmenthero.com\/sg\/blog\/how-to-measure-employee-performance\/\">How to measure employee performance<\/a><\/li>\n<\/ul><\/div>\n\n\n\n<div class=\"wp-block-group content-wrapper content-single-content_secondary_container wysiwyg has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n\n\n<h2>What is a performance review?<\/h2>\nA performance review is an assessment with an employee and their direct manager to evaluate performance, define strengths, identify weaknesses, review professional goals and plan for the future.\n\nThe goal of a performance review is to use the feedback received for professional improvement and to identify any areas of concern. However, performance reviews are not limited to these areas; they can also include discussions around:\n<ul>\n \t<li aria-level=\"1\">How the employee is currently progressing towards goals<\/li>\n \t<li aria-level=\"1\">How effective their working style is<\/li>\n \t<li aria-level=\"1\">Soft skills such as time management and communication<\/li>\n \t<li aria-level=\"1\">Attendance, punctuality and behaviour in the workplace<\/li>\n<\/ul>\n<h2>How to conduct a good performance review?<\/h2>\nBy now it should be clear \u2013 a good employee performance review is a well-structured, constructive and objective evaluation of an employee&#8217;s job performance and contributions. The review process provides valuable feedback that helps employees understand their strengths, areas for improvement and opportunities for growth.\n\nYou\u2019ll know you\u2019ve run a successful employee performance review when you have the following outcomes:\n<ul>\n \t<li aria-level=\"1\"><strong>Clear objectives <\/strong>which focus on specific job-related criteria, such as key performance indicators (KPIs), <a href=\"https:\/\/employmenthero.com\/sg\/resources\/okrs-guide\/\">OKRs<\/a> or goals and competencies relevant to the employee&#8217;s role<\/li>\n \t<li aria-level=\"1\"><strong>Evidence and<\/strong><strong>documentation<\/strong> \u2013 As a manager, you should prepare for the review by gathering relevant data and documentation, such as performance metrics, project outcomes and examples of the employee&#8217;s work. <strong>But remember that the information that comes out during a performance review shouldn\u2019t be a surprise to your employees.<\/strong> Your employees should know how well or how poorly they are doing on an ongoing basis to ensure <a href=\"https:\/\/employmenthero.com\/sg\/blog\/workforce-optimisation-strategy\/\">maximum workplace productivity<\/a> and to keep an ongoing dialogue about workplace expectations<\/li>\n \t<li aria-level=\"1\"><strong>Two-way communication<\/strong> \u2013\u00a0the review should be a two-way conversation, allowing the employee to share their thoughts, concerns and goals<\/li>\n \t<li aria-level=\"1\"><strong>Constructive feedback<\/strong> that is specific, actionable, and framed in a way that encourages improvement rather than discouragement, highlights achievements and successes, but also addresses areas for development with clarity and sensitivity<\/li>\n \t<li aria-level=\"1\"><strong>Career pathway or career progression opportunities<\/strong> \u2013 the employee is clear about progression and growth opportunities, such as training, workshops or <a href=\"https:\/\/employmenthero.com\/sg\/resources\/employee-coaching-plan-template\/\">mentoring<\/a><\/li>\n \t<li aria-level=\"1\"><strong>SMART goals<\/strong> which align the employee&#8217;s efforts with the organisation&#8217;s objectives<\/li>\n \t<li aria-level=\"1\"><strong>Follow-up and support <\/strong>\u2013 after the review, provide <a href=\"https:\/\/employmenthero.com\/sg\/resources\/how-to-coach-employees-in-the-workplace\/\">ongoing support<\/a> and follow-up and schedule regular check-ins or one-to-ones to track progress<\/li>\n<\/ul>\nMost companies will do a performance review at least once every six months \u2013 but the more regularly you catch up with your employees, the more on top of things you\u2019ll be and the quicker you\u2019ll know about any issues in the team. Your employees will also feel a lot more loved, knowing that you\u2019re <a href=\"https:\/\/employmenthero.com\/sg\/blog\/servant-leadership\/\">trying to look after them<\/a>.\n\nA successful performance review process can also lead to more engaged employees, increasing productivity and driving profitability in your business.\n<h2>How often should performance reviews be conducted?<\/h2>\nOnce upon a time, performance reviews were held annually, with no other form of review or feedback process throughout the year. And while we say once upon a time, the reality is that many organisations are\u200c still using this cadence. This means that there are millions of employees out there feeling left in the dark when it comes to their performance.\n\nWhen conducted alone once per year, review meetings aren\u2019t an effective tool to determine an employee\u2019s performance. They need to be used in conjunction with other meetings like 1:1s, 360 feedback and more, but we go into that in more detail in the Ultimate Performance Kit.\n\n<strong>Download the Kit now.<\/strong>\n\nUltimately, when it comes to determining the cadence of your teams\u2019 performance reviews, you need to find what works best for you and your organisation.\n\nThere are a few things to consider:\n<ul>\n \t<li aria-level=\"1\">Are managers holding weekly 1:1s with their direct reports?<\/li>\n \t<li aria-level=\"1\">Does your company culture embrace feedback?<\/li>\n \t<li aria-level=\"1\">Is the current review structure and cadence working for your team?<\/li>\n \t<li aria-level=\"1\">Does your team want more feedback?<\/li>\n<\/ul>\nNo matter what you choose, you should continually embrace a culture of regular feedback and employee\/manager catch-ups. Not only can it improve communication, performance and overall engagement, it can also make sure that no surprises occur during your performance reviews. If you don\u2019t give your team regular feedback, you\u2019re missing out on vital opportunities for professional development that will only propel your workforce forward.\n\n<img loading=\"lazy\" decoding=\"async\" class=\"alignnone size-full wp-image-6803\" src=\"https:\/\/employmenthero.com\/sg\/wp-content\/uploads\/2021\/07\/image4.png\" alt=\"manager and employee creating a plan post performance review\" width=\"1728\" height=\"1014\" \/>\n<h3>Why are quarterly reviews better than annual reviews?<\/h3>\nAs well as one-on-ones, another way to provide progressive feedback is to establish a quarterly performance review.\n\nWorking in addition to annual reviews, quarterly reviews (which our <a href=\"https:\/\/employmenthero.com\/sg\/solutions\/performance-management-software\/\">performance review system allows<\/a>) enable more frequent feedback and discussion and give more opportunities for timely recognition of wins and high performance.\n\nLearn more about the benefits of quarterly reviews and other progressive feedback methods in our <a href=\"https:\/\/employmenthero.com\/sg\/resources\/performance-review-bundle\/\" target=\"_new\" rel=\"noreferrer noopener\">Performance Review Bundle<\/a>.\n\nAnnual reviews in isolation are also known to create stress and anxiety for employees. Annual reviews that ask long questions requiring essay-like responses are being scrapped in favour of shorter questions in quarterly performance reviews.\n\nThis style of progressive performance review creates less stress and elicits a better response from employees.\n<h3>Why give progressive feedback on employee performance?<\/h3>\nMaking performance evaluation a natural part of how you work means employees will speak up <a href=\"https:\/\/employmenthero.com\/sg\/blog\/flight-risk-employees\/\">when they\u2019re struggling<\/a> or seek help earlier in the process. This proactive approach is more beneficial than waiting until the formal review process comes around.\n<h2>A company doing progressive performance reviews \u2013 the right way<\/h2>\nAs one of the first companies to make a move to more progressive employment reviews, <a href=\"https:\/\/www.adobe.com\/check-in.html\">Adobe<\/a> famously ditched its traditional employee performance reviews in favour of a check-in model.\n\nIn their new model, managers <a href=\"https:\/\/employmenthero.com\/sg\/resources\/goal-setting-template\/\">set clear expectations<\/a> for employees and give progressive performance feedback at a time that suits the employee and the role they perform. This allows managers to make micro-adjustments based on past performance throughout the working year.\n\nIn the first year of this shift, the software giant estimated it saved 80,000 manager hours, the equivalent of 40 full-time employees. At the same time, the company could demonstrate higher employee engagement and retention.\n<h2>How do you create an effective performance review process?<\/h2>\nBefore we dive in, it\u2019s important to remember that no matter how you design them or how often you hold them, performance evaluations are a two-way street and most definitely a collaborative experience.\n\nSo let\u2019s look at seven simple steps to creating an effective performance process.\n\n<strong>Pro tip:<\/strong> Prepare for performance reviews with our <a href=\"https:\/\/employmenthero.com\/sg\/resources\/performance-review-template\/\">performance review template<\/a>\n\n<a href=\"https:\/\/employmenthero.com\/sg\/resources\/performance-review-template\/\"><img loading=\"lazy\" decoding=\"async\" class=\"alignnone wp-image-8029 size-full\" src=\"https:\/\/employmenthero.com\/sg\/wp-content\/uploads\/2021\/07\/Employee-Performance-Review-Template-Bundle_626x870.png\" alt=\"\" width=\"626\" height=\"870\" \/><\/a>\n<h3>1. Notify employees about performance reviews in advance<\/h3>\nMake sure that your employees know that you will be conducting a performance review and tell them on which date it will be happening.\n\n<strong>When your employee is mentally prepared for a performance conversation,<\/strong> they may look into how productive they\u2019ve\u200c been. This self-evaluation might spark interest in them to do their best in the workplace at all times.\n\nA<a href=\"https:\/\/www.hays-journal.com\/issue9\/?page=17\"> recent survey<\/a> from the Society for Human Resource Management found that 72% of organisations conduct formal performance appraisals only once a year, whilst only 2% of employees gave their employer an A grade for their performance management.\n<h3>2. Have a specific goal<\/h3>\nYou need to make sure that you know what you will be accomplishing in this meeting. Does your employee need to improve upon certain skills? Do they need a raise? Should they take a break for a while?\n\nPrepare yourself and your employee before the performance review and come up with specific, <a href=\"https:\/\/employmenthero.com\/sg\/blog\/giving-feedback-to-employees\/\">value-driven advice and issues to discuss<\/a> beforehand.\n\nIf there are forms or feedback that need to be documented, ensure you or the employee has filled these out before the performance review meeting.\n\n<strong>Don\u2019t lump all of your employees into the same review system or checklist.<\/strong> Each employee\u2019s work performance will differ and so should your review of them.\n<h3>3. Have a meeting agenda ready<\/h3>\nThe best way to guarantee that both managers and employees are prepared is to <a href=\"https:\/\/employmenthero.com\/sg\/resources\/1-1-meeting-template\/\">create a meeting agenda<\/a> and send it across to them a few days before the performance review meeting.\n\nAs a starting point, it\u2019s important to take a look back at the employee\u2019s past performance and work record and look for areas where the employee\u2019s performance can be improved. Make sure you take your time before the review to look over that individual employee\u2019s work over the last 3-6 months \u2013 not just recent events.\n\nYou should also ask your employee if there\u2019s anything they\u2019d like to discuss and include that on the agenda as well. They may also have questions for you when you bring up any <a href=\"https:\/\/employmenthero.com\/sg\/resources\/performance-improvement-plan-template\/\">notes of poor performance<\/a>, so be ready for that too.\n\nHaving a set agenda also means that there will be some rough structure to the review meeting, you\u2019ll both get more out of it and it\u2019ll be easier for you to keep a record of everything that\u2019s discussed. Formalising the review process will help to set clear expectations, so nothing shocks or discourages your employee. The last thing you want is for them to feel like they\u2019re being ambushed.\n\nSome of the most important points to cover during a performance review and to include in your agenda are:\n<ul>\n \t<li aria-level=\"1\">Do the employee\u2019s day-to-day actions align with your business objectives?<\/li>\n \t<li aria-level=\"1\">Is the employee held accountable for their duties and expectations?<\/li>\n \t<li aria-level=\"1\">Are there documents to support your employee\u2019s work habits?<\/li>\n \t<li aria-level=\"1\">Does the employee need to be recognised or awarded for performing well?<\/li>\n \t<li aria-level=\"1\">Is the employee compensated clearly and fairly for their work initiatives?<\/li>\n<\/ul>\n<h3>4. Have a positive attitude<\/h3>\nWhen discussing ways to improve performance, you don\u2019t want to overwhelm a staff member with negativity and criticism; that\u2019ll just leave them feeling uncomfortable, unhappy and completely undervalued. And we all know that\u2019s not good for business and can lead to <a href=\"https:\/\/employmenthero.com\/sg\/resources\/reduce-staff-turnover\/\">higher staff turnover<\/a> and a disengaged workforce.\n\nRemember to talk about the positives, and thank your employee for their hard work or any particular projects they\u2019ve worked on. When discussing room for improvement or future performance expectations, make sure you are being as constructive as possible.\n\nHow can you work together to resolve a particular problem? What could you or they do differently to make sure that the problem doesn\u2019t keep happening?\n\nWork together with your employee to come up with solutions to any problems or concerns so that they don\u2019t feel like they\u2019re being bombarded with complaints about their performance.\n\n<img loading=\"lazy\" decoding=\"async\" class=\"alignnone size-full wp-image-6800\" src=\"https:\/\/employmenthero.com\/sg\/wp-content\/uploads\/2023\/01\/image3.jpg\" alt=\"employees having a 1:1 meeting\" width=\"1999\" height=\"1333\" \/>\n<h3>5. Honesty is the best policy<\/h3>\nAlways be open and honest with all of your employees and your first step, whether during the performance review or not, should be to discuss any issues directly with them.\n\nThey may not even know what they\u2019ve been doing wrong, so bringing this up in a formal setting such as a performance review gives them a floor to voice their opinion on the matter and also gives them some time afterwards to resolve any setbacks.\n\nTo get a truly effective performance review, make sure you ask your employee to be completely honest too. As managers, you need to make sure that you\u2019re supporting them fully and that you\u2019re providing space for employees to be honest.\n<ul>\n \t<li aria-level=\"1\">Is there anything I can do to support you more?<\/li>\n \t<li aria-level=\"1\">Is there any training or guidance you\u2019d like to take part in?<\/li>\n \t<li aria-level=\"1\">Is there anything you\u2019re not happy about?<\/li>\n<\/ul>\nKeeping an <a href=\"https:\/\/employmenthero.com\/sg\/blog\/communication-in-the-workplace\/\">open line of communication<\/a> like this will help employees to feel valued, listened to and more secure in their work environment. It also means they\u2019ll approach you more readily in the future.\n\nTo reinforce this, you could also send out an<a href=\"https:\/\/employmenthero.com\/sg\/blog\/employee-engagement-survey\/\"> anonymous employee satisfaction survey<\/a> to your team. Show that you care about your employees, value their input and care about their happiness. In turn, they\u2019re likely to perform better and care much more about your business.\n<h3>6. Make it a collaborative process<\/h3>\nWhen you are conducting a performance review, make sure that it\u2019s not a one-way conversation and that you are open to your employees feedback and concerns.\n\nTry not to leave any questions or problems unresolved and instead, <strong>come up with a plan or solution that has actionable goals and timelines.<\/strong>\n\nFocus on SMART goal setting: (Specific, Measurable, Attainable, Relevant, Timely.)\n\nIt\u2019s also important that you can discuss a future-focused plan together.\n\nDoes the employee need to work a little harder? Let them know that you will be monitoring their performance a little more closely and give them dates as to when they can expect a future performance review. Maybe your employee has been asking for a raise; this would be a great time to let them know if and when that could come to fruition and discuss why or why not.\n\nAfter the performance review has taken place, make sure that your employees understand what has been discussed at the meeting. Let them summarise their thoughts about the meeting and make sure that they don\u2019t leave with <a href=\"https:\/\/employmenthero.com\/sg\/blog\/1-1-questions\/\">any questions unanswered<\/a>.\n\nRemember, this meeting should be for the <strong>benefit of both the employer and the employee. So remember to ask if they have any questions.\u00a0<\/strong>\n<h3>7. Talk about career development<\/h3>\nPeople want to know that they have opportunities to progress, grow, challenge themselves and thrive with your company. Your employee performance review is the perfect time to discuss the plan in place for <a href=\"https:\/\/employmenthero.com\/sg\/resources\/professional-development-plan-template\/\">employee development<\/a>.\n\nMake sure you\u2019re openly asking them what they hope for in the future at that company.\n\nAre they happy in their current role? Would they benefit from further training or learning opportunities? You need to know whether your staff members are happy.\n\nIf a staff member does come to you with a <a href=\"https:\/\/employmenthero.com\/sg\/resources\/career-progression-plan-template\/\">progression plan<\/a>, you may not be able to offer everything to everyone; if the opportunity doesn\u2019t exist, it doesn\u2019t exist. But make sure you come up with an action plan either way.\n\nFor example, if it\u2019s not something your company can offer, try to think of other ways to offer them more responsibility, <a href=\"https:\/\/employmenthero.com\/sg\/resources\/employee-coaching-plan-template\/\">training and development<\/a>. Show them that you value them and want to keep them around.\n<h3>Bonus tip \u2013 make sure performance reviews happen<\/h3>\nPretty self-explanatory \u2013 right? Unfortunately, for one reason or another, there are still a <a href=\"https:\/\/employmenthero.com\/sg\/resources\/how-to-deal-with-bad-managers\/\">huge number of managers<\/a> out there who refuse or forget to do regular performance reviews.\n\nThere are many benefits of doing regular performance reviews with your team:\n<ul>\n \t<li aria-level=\"1\">You\u2019ll be much better informed about the way things are at your company.<\/li>\n \t<li aria-level=\"1\">You get the chance to set your expectations for staff, so there\u2019s more clarity within your team.<\/li>\n \t<li aria-level=\"1\"><a href=\"https:\/\/employmenthero.com\/sg\/blog\/employee-recognition-program\/\">Employee recognition opportunities<\/a>.<\/li>\n \t<li aria-level=\"1\">Performance reviews allow you to discuss any issues in a professional, formal setting.<\/li>\n \t<li aria-level=\"1\">As a manager, you gain insight into how happy your employees are.<\/li>\n \t<li aria-level=\"1\">Together with your employee, you\u2019ll find ways to improve their performance.<\/li>\n \t<li aria-level=\"1\">Employees will feel more secure, valued and included in your team and will be happier and more productive workers!<\/li>\n<\/ul>\nProductive performance reviews can amount to a happier, more engaged and more productive workforce. What more could you want?\n\n<img loading=\"lazy\" decoding=\"async\" class=\"alignnone size-full wp-image-2547\" src=\"https:\/\/employmenthero.com\/sg\/wp-content\/uploads\/2021\/11\/ezgif.com-gif-maker-1-1.gif\" alt=\"Anchorman team jumping in the air\" width=\"400\" height=\"260\" \/>\n<h2>How to provide feedback after performance reviews<\/h2>\nDon\u2019t let the open-ended discussion end in the performance review meeting. It\u2019s a two-way street, after all.\n\nSo let your employees know that they can come to you at any time with any concerns that they may have. Discuss which method works best for you to respond on time (i.e. via email, meeting or phone conversation).\n\nAnd remember that providing feedback after performance reviews is a critical step in the process to ensure that employees understand their performance, have clear expectations moving forward and feel supported in their growth and development.\n\nSo after the performance review, schedule a <a href=\"https:\/\/employmenthero.com\/sg\/resources\/1-1-meeting-template\/\">one-to-one meeting<\/a> with the employee to discuss the feedback. Begin with positives, highlighting their strengths and achievements. Offer specific and constructive feedback on areas for improvement and encourage their input to help set clear expectations for the future. Discuss development opportunities and address any concerns or challenges they may have.\n\nAlways stay positive and supportive throughout the conversation, ending on an encouraging note. Remind your employees, if needed, that your door is always open and that you encourage the conversation to keep going \u2013 <a href=\"https:\/\/employmenthero.com\/sg\/blog\/future-of-feedback\/\">continuous feedback<\/a> is key to empowering employees and helping them grow professionally.\n<h3>Provide constructive feedback<\/h3>\nTo provide constructive feedback effectively, be specific about the behaviours you want to address, and focus on actions, not personalities. Curious about how that sounds in practice?\n<ul>\n \t<li aria-level=\"1\">Use &#8220;I&#8221; statements to express your observations to avoid sounding accusatory<\/li>\n \t<li aria-level=\"1\">Strike a balance between highlighting strengths and suggesting areas for improvement<\/li>\n \t<li aria-level=\"1\">Offer solutions and create a safe space for a conversation<\/li>\n \t<li aria-level=\"1\">Listen actively to your employee\u2019s perspective, show respect, and offer support to help them grow<\/li>\n \t<li aria-level=\"1\">Collaboratively set clear goals, and regularly follow up to provide ongoing feedback and encouragement<\/li>\n<\/ul>\n<h3><img loading=\"lazy\" decoding=\"async\" class=\"alignnone size-full wp-image-8883\" src=\"https:\/\/employmenthero.com\/sg\/wp-content\/uploads\/2023\/02\/360-degree-review-feedback-header.png\" alt=\"360 degree review feedback - image of two women giving feedback\" width=\"1152\" height=\"760\" srcset=\"https:\/\/employmenthero.com\/sg\/wp-content\/uploads\/sites\/3\/2023\/02\/360-degree-review-feedback-header.png 1152w, https:\/\/employmenthero.com\/sg\/wp-content\/uploads\/sites\/3\/2023\/02\/360-degree-review-feedback-header-300x198.png 300w, https:\/\/employmenthero.com\/sg\/wp-content\/uploads\/sites\/3\/2023\/02\/360-degree-review-feedback-header-1024x676.png 1024w, https:\/\/employmenthero.com\/sg\/wp-content\/uploads\/sites\/3\/2023\/02\/360-degree-review-feedback-header-768x507.png 768w\" sizes=\"auto, (max-width: 1152px) 100vw, 1152px\" \/><\/h3>\n<h3>Turn negative performance evaluations into actionable goals<\/h3>\nWhile we know providing feedback can be challenging, it really does present a valuable opportunity for growth and development. As a manager, you can approach these situations with a growth mindset, seeking to understand the underlying issues through open and honest conversations.\n\nWith your employee, aim to collaboratively set specific and attainable goals that focus on behaviours and actions, ensuring they align with the employee&#8217;s strengths and areas for improvement. Make sure that your employee knows that you\u2019re on hand to provide the necessary support and resources to help them succeed. Encourage them to own their growth and track progress regularly with ongoing feedback. Don\u2019t forget to recognise and celebrate efforts along the way.\n\nRemember, as a manager, your role is to guide employees towards success and create a positive work environment that fosters continuous growth.So even when negative performance evaluations are on the horizon, you can rest knowing how you can turn them into positive opportunities!\n<h2>How should managers handle negative feedback during reviews?<\/h2>\nIt\u2019s never nice to get negative feedback, but it can and does happen. The key to handling negative feedback during performance reviews is to take an empathetic, supportive and constructive approach.\n\nIf you\u2019re delivering the feedback, make sure that before the review, you\u2019re fully prepared by understanding the concerns and gathering specific examples. When raising the feedback, start with positives to set a positive tone, and then present negative feedback objectively, focusing on job-related aspects rather than focusing on your employee\u2019s character.\n\nLeave room to actively listen to the employee&#8217;s perspective, and always avoid being defensive. Be ready to offer practical solutions and resources to help them improve, and emphasise that negative feedback is an opportunity for development and that you and the business support their improvement. Always wrap up the review on an encouraging note rather than ending it on negative points, reaffirming your belief in their potential and commitment to their success.\n\nAnd if you receive negative feedback from your team? Approach it with an open mind and a willingness to listen and learn. Embrace constructive criticism as an opportunity for your own growth and development. Engage in open discussions with your team to understand their concerns and work collaboratively towards improving the overall work environment and team dynamics.\n\nBeing receptive to feedback sets a positive example for your team and strengthens the trust they have in your leadership.\n<h2>Should performance reviews be used for promotions or salary raises?<\/h2>\nPerformance reviews can serve as valuable input for promotions and salary raises, but they should not be the sole determining factor. Instead, performance reviews should be one component of a comprehensive evaluation process that considers various factors, such as skills, experience, achievements, <a href=\"https:\/\/smartmatch.employmenthero.com\/\">average salaries<\/a>, and contributions to the organisation.\n\nThat being said, performance reviews can be used to identify high performers as well as recognising achievements and contributions, which may be relevant to salary reviews.\n<h2>Do it all with our performance management software<\/h2>\nAre you leveraging online tools to get the most out of performance reviews for your whole business?\n\nBecause, let\u2019s be honest, if you\u2019re still using a paper-based system, it\u2019s likely to be an extremely painful process for all involved. That means someone needs to spend unnecessary time digging out paperwork, making appointments and sending out email chasers to managers to get the ball rolling.\n\nWe\u2019re delighted to tell you that you can forget all that with an online system.\n\nUpgrade your performance reviews with <a href=\"https:\/\/employmenthero.com\/sg\/solutions\/performance-management-software\/\">91±¬ΑΟ<\/a> and say goodbye to paper-based headaches\u2014go digital for real-time reports, easy follow-ups and a complete performance picture. Keep track of notes throughout the year, access data anytime and watch your business thrive. Say cheerio to the old ways and embrace efficiency and enhanced performance with online performance reviews.\n\nSo if you\u2019re looking for an all-in-one people management platform to help manage your performance reviews, <a href=\"https:\/\/employmenthero.com\/sg\/solutions\/performance-management-software\/\">91±¬ΑΟ can help<\/a>.\n\n<strong>Download our Ultimate Performance Kit now<\/strong> to get expert tips on managing performance in the workplace.\n\n<img loading=\"lazy\" decoding=\"async\" class=\"alignnone wp-image-14525 size-full\" src=\"https:\/\/employmenthero.com\/sg\/wp-content\/uploads\/2022\/08\/Ultimate-Performance-Kit.png\" alt=\"Ultimate Performance Kit graphic\" width=\"1200\" height=\"1600\" \/><\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-column form-column is-layout-flow wp-block-column-is-layout-flow\">\n<div class=\"wp-block-group sticky-offset-top has-global-padding is-layout-constrained wp-block-group-is-layout-constrained wp-container-2 is-position-sticky\">\n    <div class=\"hero-landing-marketo-form  wp-block-employmentherocom2025-marketo-form is-layout-flow wp-block-marketo-form-is-layout-flow\">\n                    <div class=\"marketo-form-scroll-to\">\n                To download the guide, we just need a few quick details:            <\/div>\n            <button class=\"sticky-marketo-form-scroll-to\">\n                To download the guide, we just need a few quick details:            <\/button>\n                            <div class=\"eh_marketo_form-container col-2\" data-marketo-form=\"{&quot;is_multi_steps&quot;:false,&quot;form_data&quot;:[{&quot;base_url&quot;:&quot;\/\/hr.employmenthero.io&quot;,&quot;munchkin_id&quot;:&quot;387-SZZ-170&quot;,&quot;form_id&quot;:&quot;1737&quot;,&quot;css_classes&quot;:&quot;&quot;}],&quot;submit_text&quot;:&quot;Download now&quot;,&quot;success_handling_method&quot;:&quot;thank_you_page&quot;,&quot;redirect_url&quot;:&quot;&quot;,&quot;thank_you_message&quot;:&quot;&quot;,&quot;add_lead_linking_id&quot;:false,&quot;add_drift_campaign_id&quot;:false,&quot;drift_campaign_id&quot;:&quot;&quot;,&quot;thank_you_page_id&quot;:&quot;24893&quot;,&quot;thank_you_page_url&quot;:&quot;https:\/\/employmenthero.com\/sg\/thank-you\/downloadable\/resources\/?origin=performance-review-guide&amp;origin_id=L9yKrvLzSDmQtIi9n271QIasxoEU8qO00blqNxiUuarKeus88h%2BcQBnuZmcWfrZ7PTjYowpZMmhWWD%2B3NpMfCA%3D%3D&quot;,&quot;progress_indicator_type&quot;:&quot;stepper&quot;,&quot;enable_revenue_hero&quot;:false,&quot;revenue_hero_router_id&quot;:&quot;4668&quot;,&quot;revenue_hero_thank_you_message&quot;:&quot;Thank you for booking!&quot;}\"><\/div>\n            <\/div>\n\n\n\n<div class=\"wp-block-group social-icons-desktop is-content-justification-center is-nowrap is-layout-flex wp-container-core-group-is-layout-13 wp-block-group-is-layout-flex\" style=\"margin-top:var(--wp--preset--spacing--2);margin-bottom:var(--wp--preset--spacing--2);padding-top:var(--wp--preset--spacing--4);padding-bottom:var(--wp--preset--spacing--4)\"><div \n    class=\"eh-social-sharing-button wp-block-employmentherocom2025-eh-social-sharing-button\" data-icon=\"facebook\" data-social-type=\"facebook\">\n    <span style=\"display: flex;\">\n        <svg class=\"icon\" width=\"24px\" height=\"24px\" viewBox=\"0 0 20 20\" version=\"1.1\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" xmlns:xlink=\"http:\/\/www.w3.org\/1999\/xlink\"> <title>Group<\/title> <path d=\"M14.4446 6.47609H11.4173V4.40033C11.4173 3.62078 11.9115 3.43904 12.2596 3.43904C12.6068 3.43904 14.3958 3.43904 14.3958 3.43904V0.0120058L11.4537 0C8.18772 0 7.44447 2.55599 7.44447 4.19168V6.47609H5.55566V10.0075H7.44447C7.44447 14.5394 7.44447 20 7.44447 20H11.4173C11.4173 20 11.4173 14.4856 11.4173 10.0075H14.0981L14.4446 6.47609Z\"><\/path><\/svg> \n    <\/span>\n    <\/div>\n\n<div \n    class=\"eh-social-sharing-button wp-block-employmentherocom2025-eh-social-sharing-button\" data-icon=\"twitter\" data-social-type=\"twitter\">\n    <span style=\"display: flex;\">\n        <svg class=\"icon\" width=\"17\" height=\"18\" viewBox=\"0 0 17 18\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"> <g clip-path=\"url(#clip0_2187_1527)\"> <path d=\"M6.88269 10.3821L0.554058 18H2.05374L7.54889 11.3855L11.9379 18H17L10.363 7.99774L17 0.00924304H15.5002L9.69721 6.99436L5.06215 0.00924304H-5.51343e-07L6.88306 10.3821H6.88269ZM8.93683 7.90961L9.60929 8.90561L14.9598 16.8309H12.6563L8.33833 10.4349L7.66587 9.43894L2.05303 1.12518H4.35659L8.93683 7.90923V7.90961Z\" fill=\"currentColor\"><\/path> <\/g> <defs> <clipPath id=\"clip0_2187_1527\"> <rect width=\"17\" height=\"18\" fill=\"white\" transform=\"matrix(-1 0 0 -1 17 18)\"><\/rect> <\/clipPath> <\/defs> <\/svg> \n    <\/span>\n    <\/div>\n\n<div \n    class=\"eh-social-sharing-button wp-block-employmentherocom2025-eh-social-sharing-button\" data-icon=\"linkedin\" data-social-type=\"linkedin\">\n    <span style=\"display: flex;\">\n        <svg class=\"icon\" width=\"17px\" height=\"16px\" viewBox=\"0 0 17 16\" version=\"1.1\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" xmlns:xlink=\"http:\/\/www.w3.org\/1999\/xlink\"> <title>Shape<\/title> <g id=\"Symbols\" stroke=\"none\" stroke-width=\"1\" fill=\"none\" fill-rule=\"evenodd\"> <g id=\"Icons\/Social\" transform=\"translate(-74.000000, -2.000000)\" fill=\"#000000\" fill-rule=\"nonzero\"> <path d=\"M74.2155762,7.20409322 L77.8588786,7.20409322 L77.8588786,18 L74.2155762,18 L74.2155762,7.20409322 Z M76.0616143,2 C74.8146643,2 74,2.80609002 74,3.86411056 C74,4.90036967 74.7908238,5.72989508 76.0139333,5.72989508 L76.0371667,5.72989508 C77.3079571,5.72989508 78.0993476,4.90032981 78.0993476,3.86411056 C78.0755071,2.80609002 77.3079976,2 76.0616143,2 Z M86.8041976,6.95048874 C84.8702857,6.95048874 84.0038929,7.99790755 83.5205667,8.73245583 L83.5205667,7.20409322 L79.8761714,7.20409322 C79.924419,8.21687707 79.8761714,18 79.8761714,18 L83.5205667,18 L83.5205667,11.9708054 C83.5205667,11.6478911 83.5444071,11.3261725 83.6402952,11.0948476 C83.9041595,10.4502147 84.5037738,9.78266458 85.5095667,9.78266458 C86.8291714,9.78266458 87.3561714,10.773129 87.3561714,12.2237722 L87.3561714,18 L91,18 L91,11.8093881 C91,8.49339883 89.2027762,6.95048874 86.8041976,6.95048874 Z\" id=\"Shape\"><\/path> <\/g> <\/g> <\/svg> \n    <\/span>\n    <\/div>\n\n<div \n    class=\"eh-social-sharing-button wp-block-employmentherocom2025-eh-social-sharing-button\" data-icon=\"link\" data-social-type=\"copy\">\n    <span style=\"display: flex;\">\n        <svg class=\"icon\" width=\"18px\" height=\"19px\" viewBox=\"0 0 18 19\" version=\"1.1\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" xmlns:xlink=\"http:\/\/www.w3.org\/1999\/xlink\"> <title>Group 7<\/title> <defs> <polygon id=\"path-1\" points=\"0 0 11.3597146 0 11.3597146 13.250495 0 13.250495\"><\/polygon> <polygon id=\"path-3\" points=\"0 0 11.4438464 0 11.4438464 13.237235 0 13.237235\"><\/polygon> <\/defs> <g id=\"Symbols\" stroke=\"none\" stroke-width=\"1\" fill=\"none\" fill-rule=\"evenodd\"> <g id=\"Icons\/Social\" transform=\"translate(-115.000000, 0.000000)\"> <g id=\"Group-7\" transform=\"translate(115.000000, 0.000000)\"> <g id=\"Group-3\" transform=\"translate(6.640285, 0.000000)\"> <mask id=\"mask-2\" fill=\"white\"> <use xlink:href=\"#path-1\"><\/use> <\/mask> <g id=\"Clip-2\"><\/g> <path d=\"M9.6365839,1.06427739 L9.6365839,1.06407143 C7.63313006,-0.581342526 4.71799441,-0.287025772 3.06469376,1.72767436 L1.68152847,3.42787366 C1.2637913,3.94153775 1.3305731,4.70585509 1.8305341,5.13486964 C2.33069565,5.56409016 3.0749216,5.4955055 3.49265877,4.98184141 L4.8760246,3.28143615 C5.71089731,2.25863908 7.1949372,2.1243532 8.19104884,2.98176443 C8.20769415,2.99597567 8.22413891,3.01059882 8.24038313,3.02522198 C9.18174573,3.92361924 9.26838157,5.42383144 8.43691815,6.43015171 L5.5610895,9.96627791 L5.53461744,9.99634806 C5.38079871,10.1792405 5.20090901,10.3370058 5.00076417,10.4640831 C4.04676718,11.0718709 2.80719278,10.901748 2.04211006,10.0579301 C1.59709864,9.56877523 0.850065046,9.54303024 0.374169553,10.0002613 C-0.100522665,10.4562566 -0.127195273,11.2205739 0.315008503,11.7099348 C1.3991598,12.9045024 2.99670869,13.4575049 4.56377459,13.1800768 C4.80503134,13.1364133 5.04287882,13.0742134 5.27470991,12.9934771 C6.09434113,12.7094584 6.82152068,12.1980598 7.37542854,11.5155086 L10.2440375,7.98947441 C11.0680808,6.96832503 11.4617524,5.65182909 11.3372134,4.33183184 C11.2235039,3.05137889 10.6100339,1.87267016 9.6365839,1.06427739\" id=\"Fill-1\" fill=\"#000000\" mask=\"url(#mask-2)\"><\/path> <\/g> <g id=\"Group-6\" transform=\"translate(0.000000, 5.762765)\"> <mask id=\"mask-4\" fill=\"white\"> <use xlink:href=\"#path-3\"><\/use> <\/mask> <g id=\"Clip-5\"><\/g> <path d=\"M7.78481199,8.39527139 L6.54864687,9.91484383 C5.73222439,10.9339336 4.27946967,11.1129128 3.25127068,10.3214088 C2.2300908,9.49612727 2.05361038,7.97696676 2.85719793,6.92821874 C2.87083505,6.91050619 2.88447217,6.89299959 2.89851039,6.87569896 L5.82387388,3.27984437 L5.84553284,3.25492322 C5.99915102,3.07203079 6.17924127,2.91447144 6.37938611,2.78739415 C7.23972815,2.23645131 8.34754387,2.31595185 9.12506044,2.98449782 C9.2157072,3.06235067 9.30073868,3.14700021 9.37915214,3.23782854 C9.60657122,3.50207514 9.93486491,3.6513961 10.2784001,3.64665902 C10.6175233,3.64171598 10.9377951,3.48498047 11.155588,3.21764447 L11.1696262,3.20034383 C11.5426416,2.74620216 11.5342187,2.07930388 11.1497722,1.63546021 C9.42768425,-0.367088286 6.45118155,-0.55698335 4.50107292,1.21159465 C4.32298813,1.37306725 4.15713665,1.54813319 4.00472174,1.73555674 L1.08738009,5.32173121 C-0.548874157,7.35084854 -0.312430505,10.3492133 1.62043117,12.0813364 C2.56821124,12.921447 3.80678291,13.3317192 5.05377751,13.2188532 C5.20097822,13.2064956 5.34697566,13.1875473 5.49176982,13.1613904 C6.61362375,12.9593437 7.63039162,12.3585585 8.36398864,11.4636626 L9.59594229,9.94923914 C10.0136795,9.43578101 9.94709821,8.67146367 9.44693666,8.24224316 C8.94677511,7.81302264 8.20254916,7.8816073 7.78481199,8.39527139\" id=\"Fill-4\" fill=\"#000000\" mask=\"url(#mask-4)\"><\/path> <\/g> <\/g> <\/g> <\/g> <\/svg> \n    <\/span>\n            <span class=\"eh-social-sharing-button__copied_text\">\n            URL copied for sharing!        <\/span>\n    <\/div><\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group alignfull eh-single-resource-whitepapers-layout has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<div class=\"wp-block-group alignfull has-light-violet-50-background-color has-background has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<div id=\"stop-el\" class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"padding-top:var(--wp--preset--spacing--20);padding-bottom:var(--wp--preset--spacing--20)\">\n<div class=\"wp-block-group is-content-justification-space-between is-layout-flex wp-container-core-group-is-layout-15 wp-block-group-is-layout-flex\" style=\"margin-bottom:var(--wp--preset--spacing--10)\">\n<h3 class=\"wp-block-heading\">Related Resources<\/h3>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button is-style-link-arrow is-style-link-arrow--3\"><a class=\"wp-block-button__link has-btn-brand-background-color has-background wp-element-button\" href=\"\/resources\/\">View all<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-query blog-3-col-query-loop is-layout-flow wp-block-query-is-layout-flow\"><ul class=\"columns-3 alignfull wp-block-post-template is-layout-grid wp-container-core-post-template-is-layout-1 wp-block-post-template-is-layout-grid\"><li class=\"wp-block-post post-21776 resources type-resources status-publish has-post-thumbnail hentry resource-type-guides-and-playbooks topic-business-basics topic-leadership-and-management topic-productivity industry-agriculture industry-automotive industry-business-consulting industry-childcare industry-colleges-and-sporting-clubs industry-construction industry-consumer-services industry-customer-service industry-early-education industry-ecommerce industry-education industry-entertainment industry-finance industry-financial-services industry-franchises industry-health-and-fitness industry-health-services industry-healthcare industry-hospitality industry-it-and-technology industry-legal industry-logistics-manufacturing industry-media-communications industry-not-for-profit industry-professional-services industry-public-relations industry-real-estate industry-real-estate-and-strata-management industry-recruitment industry-retail industry-stem industry-technology industry-utilities-public-services industry-veterinary-services industry-youth-services\">\n\n<div class=\"wp-block-group has-border-color has-neutral-100-border-color has-white-background-color has-background is-vertical is-layout-flex wp-container-core-group-is-layout-18 wp-block-group-is-layout-flex\" style=\"border-width:1px;min-height:100%\"><figure style=\"aspect-ratio:16\/9;width:100%;height:100%; padding-bottom:0;padding-top:0;margin-bottom:0;\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/employmenthero.com\/sg\/resources\/ncss-techandgo-start-digital-grant\/\" target=\"_self\"  style=\"height:100%\"><img loading=\"lazy\" decoding=\"async\" width=\"1200\" height=\"1600\" src=\"https:\/\/employmenthero.com\/sg\/wp-content\/uploads\/sites\/3\/2024\/10\/start-digital-grant-sg-1.png\" class=\"attachment-post-thumbnail size-post-thumbnail wp-post-image\" alt=\"Everything You Need to Know About the Start Digital Grant Under the NCSS TechAndGO! Initiative\" style=\"width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/employmenthero.com\/sg\/wp-content\/uploads\/sites\/3\/2024\/10\/start-digital-grant-sg-1.png 1200w, https:\/\/employmenthero.com\/sg\/wp-content\/uploads\/sites\/3\/2024\/10\/start-digital-grant-sg-1-225x300.png 225w, https:\/\/employmenthero.com\/sg\/wp-content\/uploads\/sites\/3\/2024\/10\/start-digital-grant-sg-1-768x1024.png 768w, https:\/\/employmenthero.com\/sg\/wp-content\/uploads\/sites\/3\/2024\/10\/start-digital-grant-sg-1-1152x1536.png 1152w\" sizes=\"auto, (max-width: 1200px) 100vw, 1200px\" \/><\/a><\/figure>\n\n\n<div class=\"wp-block-group blog-3-col-details wp-container-content-3 is-vertical is-content-justification-left is-nowrap is-layout-flex wp-container-core-group-is-layout-17 wp-block-group-is-layout-flex\" style=\"margin-top:0;padding-top:var(--wp--preset--spacing--10);padding-right:var(--wp--preset--spacing--10);padding-bottom:var(--wp--preset--spacing--10);padding-left:var(--wp--preset--spacing--10)\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-16 wp-block-group-is-layout-flex\"><div style=\"font-style:normal;font-weight:600\" class=\"taxonomy-resource-type eh-resource-type wp-block-post-terms\"><img decoding=\"async\" class=\"wp-block-post-terms-icon\" width=\"20\" height=\"20\" alt=\"icon-blog\" loading=\"lazy\" src=\"https:\/\/employmenthero.com\/sg\/wp-content\/uploads\/sites\/3\/2025\/04\/Blog.png\"><a href=\"https:\/\/employmenthero.com\/sg\/resources\/guides-and-playbooks\/\" rel=\"tag\">Guides and Playbooks<\/a><\/div>\n\n<h3 class=\"wp-block-post-title\"><a href=\"https:\/\/employmenthero.com\/sg\/resources\/ncss-techandgo-start-digital-grant\/\" target=\"_self\" >Everything You Need to Know About the Start Digital Grant Under the NCSS TechAndGO! Initiative<\/a><\/h3>\n\n<div class=\"wp-block-post-excerpt has-text-color has-contrast-2-color has-small-font-size wp-container-content-2\"><p class=\"wp-block-post-excerpt__excerpt\">Discover the Start Digital Grant under NCSS&#8217;s TechAndGO! initiative. <\/p><\/div><\/div>\n\n\n<a style=\"font-style:normal;font-weight:600;\" class=\"wp-elements-9dfcbcb7662772ecb2d671e8976a6c51 wp-block-read-more has-text-color has-violet-500-color\" href=\"https:\/\/employmenthero.com\/sg\/resources\/ncss-techandgo-start-digital-grant\/\" target=\"_self\">Read more<span class=\"screen-reader-text\">: Everything You Need to Know About the Start Digital Grant Under the NCSS TechAndGO! Initiative<\/span><\/a><\/div>\n<\/div>\n<a href=\"https:\/\/employmenthero.com\/sg\/resources\/ncss-techandgo-start-digital-grant\/\" target=\"_self\" class=\"group-block-link\"><\/a>\n<\/li><li class=\"wp-block-post post-21624 resources type-resources status-publish has-post-thumbnail hentry resource-type-checklists topic-employment-law topic-hiring-onboarding topic-payroll industry-agriculture industry-automotive industry-business-consulting industry-childcare industry-colleges-and-sporting-clubs industry-construction industry-consumer-services industry-customer-service industry-early-education industry-ecommerce industry-education industry-entertainment industry-finance industry-financial-services industry-franchises industry-health-and-fitness industry-health-services industry-healthcare industry-hospitality industry-it-and-technology industry-legal industry-logistics-manufacturing industry-media-communications industry-not-for-profit industry-professional-services industry-public-relations industry-real-estate industry-real-estate-and-strata-management industry-recruitment industry-retail industry-stem industry-technology industry-utilities-public-services industry-veterinary-services industry-youth-services\">\n\n<div class=\"wp-block-group has-border-color has-neutral-100-border-color has-white-background-color has-background is-vertical is-layout-flex wp-container-core-group-is-layout-21 wp-block-group-is-layout-flex\" style=\"border-width:1px;min-height:100%\"><figure style=\"aspect-ratio:16\/9;width:100%;height:100%; padding-bottom:0;padding-top:0;margin-bottom:0;\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/employmenthero.com\/sg\/resources\/hr-and-payroll-compliance-checklist\/\" target=\"_self\"  style=\"height:100%\"><img loading=\"lazy\" decoding=\"async\" width=\"1040\" height=\"900\" src=\"https:\/\/employmenthero.com\/sg\/wp-content\/uploads\/sites\/3\/2024\/10\/thumbnail-10-point-compliance-checklist-SG.png\" class=\"attachment-post-thumbnail size-post-thumbnail wp-post-image\" alt=\"10 point HR and payroll compliance checklist\" style=\"width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/employmenthero.com\/sg\/wp-content\/uploads\/sites\/3\/2024\/10\/thumbnail-10-point-compliance-checklist-SG.png 1040w, https:\/\/employmenthero.com\/sg\/wp-content\/uploads\/sites\/3\/2024\/10\/thumbnail-10-point-compliance-checklist-SG-300x260.png 300w, https:\/\/employmenthero.com\/sg\/wp-content\/uploads\/sites\/3\/2024\/10\/thumbnail-10-point-compliance-checklist-SG-1024x886.png 1024w, https:\/\/employmenthero.com\/sg\/wp-content\/uploads\/sites\/3\/2024\/10\/thumbnail-10-point-compliance-checklist-SG-768x665.png 768w\" sizes=\"auto, (max-width: 1040px) 100vw, 1040px\" \/><\/a><\/figure>\n\n\n<div class=\"wp-block-group blog-3-col-details wp-container-content-6 is-vertical is-content-justification-left is-nowrap is-layout-flex wp-container-core-group-is-layout-20 wp-block-group-is-layout-flex\" style=\"margin-top:0;padding-top:var(--wp--preset--spacing--10);padding-right:var(--wp--preset--spacing--10);padding-bottom:var(--wp--preset--spacing--10);padding-left:var(--wp--preset--spacing--10)\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-19 wp-block-group-is-layout-flex\"><div style=\"font-style:normal;font-weight:600\" class=\"taxonomy-resource-type eh-resource-type wp-block-post-terms\"><img decoding=\"async\" class=\"wp-block-post-terms-icon\" width=\"20\" height=\"20\" alt=\"icon-blog\" loading=\"lazy\" src=\"https:\/\/employmenthero.com\/sg\/wp-content\/uploads\/sites\/3\/2025\/04\/Blog.png\"><a href=\"https:\/\/employmenthero.com\/sg\/resources\/checklists\/\" rel=\"tag\">Checklists<\/a><\/div>\n\n<h3 class=\"wp-block-post-title\"><a href=\"https:\/\/employmenthero.com\/sg\/resources\/hr-and-payroll-compliance-checklist\/\" target=\"_self\" >10 point HR and payroll compliance checklist<\/a><\/h3>\n\n<div class=\"wp-block-post-excerpt has-text-color has-contrast-2-color has-small-font-size wp-container-content-5\"><p class=\"wp-block-post-excerpt__excerpt\">Get peace of mind with our 10 point HR and payroll compliance checklist. <\/p><\/div><\/div>\n\n\n<a style=\"font-style:normal;font-weight:600;\" class=\"wp-elements-9dfcbcb7662772ecb2d671e8976a6c51 wp-block-read-more has-text-color has-violet-500-color\" href=\"https:\/\/employmenthero.com\/sg\/resources\/hr-and-payroll-compliance-checklist\/\" target=\"_self\">Read more<span class=\"screen-reader-text\">: 10 point HR and payroll compliance checklist<\/span><\/a><\/div>\n<\/div>\n<a href=\"https:\/\/employmenthero.com\/sg\/resources\/hr-and-payroll-compliance-checklist\/\" target=\"_self\" class=\"group-block-link\"><\/a>\n<\/li><li class=\"wp-block-post post-20770 resources type-resources status-publish has-post-thumbnail hentry resource-type-webinar topic-hiring-onboarding industry-agriculture industry-automotive industry-business-consulting industry-childcare industry-colleges-and-sporting-clubs industry-construction industry-consumer-services industry-customer-service industry-early-education industry-ecommerce industry-education industry-entertainment industry-finance industry-financial-services industry-franchises industry-health-and-fitness industry-health-services industry-healthcare industry-hospitality industry-it-and-technology industry-legal industry-logistics-manufacturing industry-media-communications industry-not-for-profit industry-professional-services industry-public-relations industry-real-estate industry-real-estate-and-strata-management industry-recruitment industry-retail industry-stem industry-technology industry-utilities-public-services industry-veterinary-services industry-youth-services search-tags-ondemand-webinar\">\n\n<div class=\"wp-block-group has-border-color has-neutral-100-border-color has-white-background-color has-background is-vertical is-layout-flex wp-container-core-group-is-layout-24 wp-block-group-is-layout-flex\" style=\"border-width:1px;min-height:100%\"><figure style=\"aspect-ratio:16\/9;width:100%;height:100%; padding-bottom:0;padding-top:0;margin-bottom:0;\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/employmenthero.com\/sg\/resources\/from-hi-to-hired-hire-faster-hire-smarter\/\" target=\"_self\"  style=\"height:100%\"><img loading=\"lazy\" decoding=\"async\" width=\"2560\" height=\"1707\" src=\"https:\/\/employmenthero.com\/sg\/wp-content\/uploads\/sites\/3\/2024\/08\/AdobeStock_535507625-scaled-1.jpeg\" class=\"attachment-post-thumbnail size-post-thumbnail wp-post-image\" alt=\"From Hi to Hired: Hire Faster, Hire Smarter.\" style=\"width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/employmenthero.com\/sg\/wp-content\/uploads\/sites\/3\/2024\/08\/AdobeStock_535507625-scaled-1.jpeg 2560w, https:\/\/employmenthero.com\/sg\/wp-content\/uploads\/sites\/3\/2024\/08\/AdobeStock_535507625-scaled-1-300x200.jpeg 300w, https:\/\/employmenthero.com\/sg\/wp-content\/uploads\/sites\/3\/2024\/08\/AdobeStock_535507625-scaled-1-1024x683.jpeg 1024w, https:\/\/employmenthero.com\/sg\/wp-content\/uploads\/sites\/3\/2024\/08\/AdobeStock_535507625-scaled-1-768x512.jpeg 768w, https:\/\/employmenthero.com\/sg\/wp-content\/uploads\/sites\/3\/2024\/08\/AdobeStock_535507625-scaled-1-1536x1024.jpeg 1536w, https:\/\/employmenthero.com\/sg\/wp-content\/uploads\/sites\/3\/2024\/08\/AdobeStock_535507625-scaled-1-2048x1366.jpeg 2048w\" sizes=\"auto, (max-width: 2560px) 100vw, 2560px\" \/><\/a><\/figure>\n\n\n<div class=\"wp-block-group blog-3-col-details wp-container-content-9 is-vertical is-content-justification-left is-nowrap is-layout-flex wp-container-core-group-is-layout-23 wp-block-group-is-layout-flex\" style=\"margin-top:0;padding-top:var(--wp--preset--spacing--10);padding-right:var(--wp--preset--spacing--10);padding-bottom:var(--wp--preset--spacing--10);padding-left:var(--wp--preset--spacing--10)\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-22 wp-block-group-is-layout-flex\"><div style=\"font-style:normal;font-weight:600\" class=\"taxonomy-resource-type eh-resource-type wp-block-post-terms\"><img decoding=\"async\" class=\"wp-block-post-terms-icon\" width=\"20\" height=\"20\" alt=\"icon-blog\" loading=\"lazy\" src=\"https:\/\/employmenthero.com\/sg\/wp-content\/uploads\/sites\/3\/2025\/04\/Webinar.png\"><a href=\"https:\/\/employmenthero.com\/sg\/resources\/webinar\/\" rel=\"tag\">Webinars<\/a><\/div>\n\n<h3 class=\"wp-block-post-title\"><a href=\"https:\/\/employmenthero.com\/sg\/resources\/from-hi-to-hired-hire-faster-hire-smarter\/\" target=\"_self\" >From Hi to Hired: Hire Faster, Hire Smarter.<\/a><\/h3>\n\n<div class=\"wp-block-post-excerpt has-text-color has-contrast-2-color has-small-font-size wp-container-content-8\"><p class=\"wp-block-post-excerpt__excerpt\">This session will equip you with techniques to streamline hiring, enhance candidate experience. <\/p><\/div><\/div>\n\n\n<a style=\"font-style:normal;font-weight:600;\" class=\"wp-elements-9dfcbcb7662772ecb2d671e8976a6c51 wp-block-read-more has-text-color has-violet-500-color\" href=\"https:\/\/employmenthero.com\/sg\/resources\/from-hi-to-hired-hire-faster-hire-smarter\/\" target=\"_self\">Read more<span class=\"screen-reader-text\">: From Hi to Hired: Hire Faster, Hire Smarter.<\/span><\/a><\/div>\n<\/div>\n<a href=\"https:\/\/employmenthero.com\/sg\/resources\/from-hi-to-hired-hire-faster-hire-smarter\/\" target=\"_self\" class=\"group-block-link\"><\/a>\n<\/li><\/ul><\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>Find out how you can use regular feedback to create a more effective and meaningful review process.<\/p>\n","protected":false},"featured_media":20072,"menu_order":0,"template":"","meta":{"inline_featured_image":false,"_lite_auth_enabled":false,"_lite_auth_trigger_method":"scroll","_lite_auth_scroll_percent":25,"_lite_auth_click_element_query":"","exclude_from_algolia":false,"reading_time":"14 min read","display_reading_time":false,"registration_open_datetime":"","registration_close_datetime":"","event_start_datetime":"","event_end_datetime":"","time_zone":"","location":"","link_video":"","video_type":"","file_video":"","download_content_type":"file","download_file":"14526","download_url":"","download_cta_label":"","footnotes":""},"resource-type":[145],"topic":[88,93],"industry":[42,27,67,47,50,32,52,54,56,58,60,40,43,63,65],"search-tags":[],"audience":[],"business-size":[],"product-tag":[],"funnel-stage":[],"region":[],"pain-point":[],"persona":[],"post_features":[],"class_list":["post-17651","resources","type-resources","status-publish","has-post-thumbnail","hentry","resource-type-guides-and-playbooks","topic-leadership-and-management","topic-people-and-culture","industry-agriculture","industry-construction","industry-consumer-services","industry-education","industry-entertainment","industry-financial-services","industry-healthcare","industry-hospitality","industry-legal","industry-logistics-manufacturing","industry-media-communications","industry-real-estate","industry-retail","industry-technology","industry-utilities-public-services"],"_links":{"self":[{"href":"https:\/\/employmenthero.com\/sg\/wp-json\/wp\/v2\/resources\/17651","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/employmenthero.com\/sg\/wp-json\/wp\/v2\/resources"}],"about":[{"href":"https:\/\/employmenthero.com\/sg\/wp-json\/wp\/v2\/types\/resources"}],"version-history":[{"count":2,"href":"https:\/\/employmenthero.com\/sg\/wp-json\/wp\/v2\/resources\/17651\/revisions"}],"predecessor-version":[{"id":26462,"href":"https:\/\/employmenthero.com\/sg\/wp-json\/wp\/v2\/resources\/17651\/revisions\/26462"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/employmenthero.com\/sg\/wp-json\/wp\/v2\/media\/20072"}],"wp:attachment":[{"href":"https:\/\/employmenthero.com\/sg\/wp-json\/wp\/v2\/media?parent=17651"}],"wp:term":[{"taxonomy":"resource-type","embeddable":true,"href":"https:\/\/employmenthero.com\/sg\/wp-json\/wp\/v2\/resource-type?post=17651"},{"taxonomy":"topic","embeddable":true,"href":"https:\/\/employmenthero.com\/sg\/wp-json\/wp\/v2\/topic?post=17651"},{"taxonomy":"industry","embeddable":true,"href":"https:\/\/employmenthero.com\/sg\/wp-json\/wp\/v2\/industry?post=17651"},{"taxonomy":"search-tags","embeddable":true,"href":"https:\/\/employmenthero.com\/sg\/wp-json\/wp\/v2\/search-tags?post=17651"},{"taxonomy":"audience","embeddable":true,"href":"https:\/\/employmenthero.com\/sg\/wp-json\/wp\/v2\/audience?post=17651"},{"taxonomy":"business-size","embeddable":true,"href":"https:\/\/employmenthero.com\/sg\/wp-json\/wp\/v2\/business-size?post=17651"},{"taxonomy":"product-tag","embeddable":true,"href":"https:\/\/employmenthero.com\/sg\/wp-json\/wp\/v2\/product-tag?post=17651"},{"taxonomy":"funnel-stage","embeddable":true,"href":"https:\/\/employmenthero.com\/sg\/wp-json\/wp\/v2\/funnel-stage?post=17651"},{"taxonomy":"region","embeddable":true,"href":"https:\/\/employmenthero.com\/sg\/wp-json\/wp\/v2\/region?post=17651"},{"taxonomy":"pain-point","embeddable":true,"href":"https:\/\/employmenthero.com\/sg\/wp-json\/wp\/v2\/pain-point?post=17651"},{"taxonomy":"persona","embeddable":true,"href":"https:\/\/employmenthero.com\/sg\/wp-json\/wp\/v2\/persona?post=17651"},{"taxonomy":"post_features","embeddable":true,"href":"https:\/\/employmenthero.com\/sg\/wp-json\/wp\/v2\/post_features?post=17651"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}