14 Must-Try Performance Review Tips
It’s that time again- performance review time. Whether you are a manager or employee, this time of year likely does not bring overwhelming feelings of joy. In many cases, it may seem like an inconvenience or even a waste of time. But what if performance reviews could produce a great conversation that engages team members to be their best? This article outlines practical strategies to help turn the stress-inducing performance review into a constructive, positive experience. Performance Review Tips for Managers 1. Set Clear Expectations Setting clear expectations is one of the most important components of an effective performance review. If expectations are not set, how will your employee’s performance be measured? How will you or the employee know whether they are underperforming or exceeding expectations? Ideally, expectations should be set at the beginning of the performance review cycle to ensure your employees know exactly what is expected from them and how it is measured throughout the cycle. Clearly defining and documenting performance objectives throughout the year ensures accountability between managers and employees. 2. Effectively Document Feedback Whether on a notepad, Excel spreadsheet, or an online performance management system, documenting feedback throughout the review cycle is vital to the review process. Keeping an organized log of feedback makes review time much easier for you and your employees. If you haven’t been documenting notes throughout the year, take time to do this now. Intentionally write down as many things as you can remember about your employee’s performance, workplace behaviors, and important conversations/comments from the past several months. Having these items written down before you give your feedback will show your employee you truly care, and it will give you more tools to coach them effectively. Interested in learning about performance review phrases? 3. Frequent Check-Ins Remember that chat you had in the hall with your employee back in February? Chances are, you probably don’t. Though these conversations may seem insignificant, the culmination of these side conversations can be extremely helpful to reference when coaching your employees. When it comes to performance check-ins, the intention is key. Some managers do not see the point in a formal check-in process because they communicate with their employees every morning. While this is a great way to stay in the loop of day-to-day operations, it is not effective for long-term employee development. Through intentional questions and documenting these check-ins/one-on-ones gradually, you can create an open, transparent dialogue that moves beyond your daily “hallway” or Slack conversations into real coaching and development opportunities. 4. Multi-Rater Feedback Oftentimes, managers have an unintentional siloed, one-dimensional perspective on employees. Even though you work around them and frequently check in, there are many experiences your employees have that you as their manager do not directly see. However, others who are inside and outside the organization engage in unique interactions with your direct reports. Through the use of a 360 degree feedback tool, or multi-rater feedback, these interactions provide greater insights beyond the scope of your individual perspective. If your organization does not utilize 360° Feedback, you might consider implementing a process that allows you to send and receive feedback throughout the organization. By asking for feedback, you gain a more holistic view of your employees. Feedback from co-workers or clients gives you insight into their true character and performance that may go unnoticed by you. This knowledge can be beneficial when preparing to coach and evaluate your team members. 5. Evaluate Your Own Performance as a Manager Spend some time reflecting on how well you think you have done managing your employees over the recent review cycle. Is there room for improvement? What can you do to ensure your employees are staying engaged? Managers have the greatest influence over whether or not organizations thrive. It should come as no surprise that there is a direct link between the engagement of your employees and the type of relationship they have with you. While you are not their only source of high engagement, 70% of the time you are their greatest success factor. Gaining the will of your team is critical. As you reflect on your performance as a manager think about specific ways you can gain this mutual trust, such as a one-on-one lunch or public recognition of a job well done. You will be pleasantly surprised at how candid employees will be when they deeply trust you. 6. Facilitating Effective Meetings The secret to effective meetings is a solid framework that guides the conversation. An hour or two is a short time to discuss an entire year’s worth of performance. Having an effective meeting structure is essential for maximizing your time spent during the review session. Utilize an agenda that organizes the discussion while prioritizing the most important topics. Although every job and organization is different, we believe that effective meetings consist of three main transferable components: Prepare ahead of time Have a manual or digital way to document and drives the discussion Do not forget the context (in this case it would be the performance review) The third point is a simple reminder that the review conversation should be just that: a conversation. It is not meant to be used as a way to solve all the organization’s problems but rather as an open dialogue for the employee’s ultimate benefit. 7. Give Constructive Feedback This may seem like a given, but it can be difficult to give an employee honest feedback that is not positive. You may worry your comments will upset them and, sometimes, it does. However, if you have given frequent feedback and recognition throughout the year, your crucial conversation will be better received. It’s false to assume that employees only want positive feedback! People want to know where they stand and receive coaching on how they can be better. Providing constructive feedback is the best way to coach your employees. Although the conversation can be difficult, these crucial conversations help grow and develop your team members in the long term. Just make sure the feedback is balanced
