How to Conduct a Performance Review

How to Give Great Performance Reviews

Giving good performance reviews? It's huge for your team. It's not just about the past; it's about helping people grow and strengthening your relationships with them. This guide makes it easy.

Phase 1: Get Ready!

Preparation is key. Seriously. A rushed review feels unfair, right? So, before you meet with your employee:

1. Clear Expectations

Make sure everyone knows their job and what success looks like. Regular check-ins throughout the year help. Think SMART goals: Specific, Measurable, Achievable, Relevant, Time-bound. Clear expectations? No surprises later.

2. Gather Your Evidence

Don't just wing it! Collect data all year long. For example:

• Performance numbers: Did they hit their targets?
• Project results: On time? High quality?
• Their self-assessment: Let them reflect on their work.
• Feedback from others (optional): Get input from coworkers or clients.
• Notes: Jot down observations – good and bad – with dates.

3. Pick the Right Time and Place

Find a quiet, comfy spot. Schedule at least an hour – maybe more. Work around their schedule, too.

Phase 2: The Big Meeting

Time to talk! Here's how to make it count:

1. Start Positive

Begin by highlighting their wins. It sets a great tone for the whole conversation.

2. Give Constructive Criticism

Focus on what they did, not who they are. Use the SBI method: Situation-Behavior-Impact. Explain the situation, their actions, and the result. Frame it as a chance to learn and grow.

3. It's a Two-Way Street

Listen! Ask questions. Let them share their thoughts and concerns. A performance review isn't a lecture.

4. Set Goals Together

Work with them to create SMART goals for the next review period. Goals should fit the company's plans and their career hopes.

5. Discuss Growth

Talk about how they can improve their skills. Maybe some training, mentoring, or new experiences? Show you care about their future.

Phase 3: Keep it Going

A review isn't a one-off thing. It's ongoing.

1. Document Everything

Write down what you talked about – achievements, areas for improvement, goals, and plans. Share it with your employee.

2. Check In Regularly

Don't wait until the next formal review. Check in monthly or quarterly to see how things are going.

3. Give Feedback Often

Regular feedback is way better than one big review. Offer coaching and support. It builds a strong relationship.

4. Adjust as Needed

Things change. Be flexible. Goals might need tweaking.

Making Your Team Awesome

Good performance reviews are essential. They make your team better and create a positive work environment. The goal isn't just to judge the past, but to help people reach their full potential. Good leadership means supporting your team.

The Bottom Line: It's a Partnership

Giving great reviews takes practice. Keep learning and adapting to each person's needs. You'll have a happier, more productive team. Remember, you're partners in their success.