5 Tips for Delivering Performance Reviews

Performance reviews are a tricky yet necessary part of management. The best way to effectively communicate with your workers and appropriately evaluate their progress is through a formal review process. That said, the outcome of these reviews relies heavily on how well they are conducted. Here are five tips for delivering performance reviews that will enhance your workforce.

1. Set Manageable Goals and Expectations

Setting goals that are unattainable (or failing to set goals at all) only sets you and your employees up for failure. This is why it is important to set clear and manageable expectations both leading up to the review and following it.

Let your employees know long before their performance reviews what you will be assessing and how they can prepare. It is both fair to them and beneficial to you because they will display the desired behavior in advance.

2. Allow for Ample Preparation

Since both you and your employees are likely experiencing a fair amount of stress surrounding the review, it is vital that you set aside sufficient preparation time on both sides. 

For you, it is important to gauge performance throughout the given period so that you are attentive to things as they happen. By compiling notes over time, you will not only have less stress leading up to performance reviews, but you will also have more accurate information.

For them, it is important to communicate timelines. Let them know when performance reviews are due to happen and make yourself available for any questions or concerns before the meetings are in motion.

3. Keep it Constructive

It can be tempting to make a review sound rather matter-of-fact since it is the result of an assessment. That said, the purpose of a performance review should serve as more than an informative evaluation.

For poor performance reviews, be sure to illustrate how the employee is falling short and how the employee can improve. If they are not being let go due to their shortcomings, it is vital to communicate how they can be better and successful in their role.

For positive reviews, it is still important to highlight their high points of performance so they can continue to excel. Encourage the employee but also relay that there is always room to grow.

4. Remain Firm and Clear

Much like with the interview process, it is important to stand your ground on the points that matter most. It is fair to expect pushback against negative reviews as well as negotiations in response to positive reviews.

Know the bottom line of each review before you go into the meeting so that you can walk out feeling that everything was accomplished properly. It is also wise to prepare for potential salary and bonus discussions before you begin so that you can counter accordingly.

5. Give Them Room to Breathe

At the end of the day, a performance review leaves the employee in a vulnerable position. While their emotions are not your responsibility, it is ethical to maintain a sensitive approach wherever possible.

A good way to account for this is to prepare a sheet with the summary of the review. You can provide this before the meeting so that they can experience their first emotional responses in private and feel more prepared to discuss the matter professionally during the meeting.

Additionally, you can adopt a tone that is both firm and understanding. Know that they are the ones under review and choose your phrasing kindly and professionally.

You know your employees, industry, and business better than anyone, so you will best understand the nuances that makeup performance quality. That said, it is important to implement these tips to make sure that your performance reviews are an efficient part of your management techniques.

For more helpful leadership tips and resources, contact The People Institute today. We are here to help you effectively connect with your team through comprehensive professional development training.