Performance Review Tips for Managers: Dos and Don'ts

Before we get into the nitty-gritty of the best practices you should implement and the worst mistakes you should avoid at all costs, here are a few tips to set up a successful performance review process.

Before organizing the meetings, it is important to provide managers with the proper training. You can set up workshops to help them learn new skills that will be essential during performance reviews, such as active listening.

Performance conversations need to take place more often than once a year. Most workers want to receive continuous feedback to be able to improve, so remember to set up one-on-one meetings to define employee goals and metrics that will define their individual success.

During your performance meetings, you should set goals that are both relevant and future oriented, such as SMART goals. Although you need to discuss past performance to solve potential productivity issues, the focus needs to be put on career development opportunities and continuous performance to foster motivation and constructive conversations.

Effective performance management is employee-centric: this is why employees need to think about areas of improvement and specific examples of achievements and struggles they encountered. You can encourage performance accountability and awareness by setting up self-assessments.

To make sure that you are on the right path with your performance management process, why not ask your employees what they think? You can do so during one-on-one meetings or through surveys. Your teams will undoubtedly have valuable insight to share to help you build successful performance reviews.

Ask what they think of their performance levels. Get their take on how they feel they did on specific tasks and if they are satisfied with what they have achieved. This can even extend to asking if there were any challenges, ideas, or development opportunities they would like to discuss. Remember, asking for employee feedback is a way of empowering them.

List all the tasks and projects that the employee has done well in and explain how their achievements have supported organizational goals. For constructive feedback, address one area of development at a time so that your employee understands well what needs to be improved. This will avoid discouragement or overwhelm. Take the time to explain how their improvements will be favourable for the organization and offer concrete examples.

Check-in with the employee after the performance review meeting to see if the action steps set in place have been working or if adjustments are needed. Be understanding if the initial plan of action requires changes. Remember, there is no one-size-fits-all approach and finding the right performance management strategy can take time. Together, you can find the ideal system.

When introducing constructive criticism after giving positive feedback, use the word and to transition. This makes the positive comment feel much more sincere. The word but can leave the employee feeling as though their accomplishments were not good enough.

…or rush through the accolades. Make sure to give proper recognition to what they are doing well and express your gratitude and appreciation. Honouring even their smallest gestures counts.

Click here for ideas of employee recognition phrases!

In other words, don’t interrupt your employee when they are speaking. Communication skills involve listening, speaking, observing and empathizing. Your employee should have your full attention.

If you disagree with their statements, don’t react to emotion. Instead, advise them you are taking note of the situation and will get back to them to set up an ongoing conversation. If you cannot answer their questions or solve their issues, jot them down, let them know you will get back to them, and anticipate a date for the follow-up.

You want to be clear and factual with the comments you are sharing. Your employee should not feel confused with mixed messages and have to guess what it is you are trying to say. To ensure your employee understands, ask them if they do. If you need to address situations of poor performance, do so transparently and respectfully.

Modern performance reviews don’t have to be dull. They are not a chore, and they shouldn’t instill any fear in your employee. In the meetings leading up to the performance appraisal, mention that you are excited and look forward to their evaluation. Invite them to prepare any questions or comments they’d like to share. With the proper preparation and a growth mindset, your performance management strategy is sure to develop and motivate your team members towards success effectively.

After all, high-performing employees are your company’s most valuable asset, and their success is yours.