How can you conduct performance reviews with success?

Performance reviews are an essential part of staff development, but they can also be stressful and challenging for both managers and employees. How can you conduct them with success and create a positive and productive feedback culture in your team? Here are some tips and best practices to help you prepare, conduct, and follow up on performance reviews.

1 Set clear and SMART goals

Before you start the performance review process, make sure you and your employees have agreed on clear and SMART (specific, measurable, achievable, relevant, and time-bound) goals for their work. These goals should align with the organization's vision, mission, and values, and reflect the employee's strengths, interests, and areas of improvement. Having SMART goals will help you evaluate the employee's performance objectively and fairly, and provide concrete feedback and guidance.

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Lisa Ritchie, M.S. HRD

Client Engagement Coordinator at FranklinCovey | M.S. Human Resource Development
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In my experience, setting goals that are "meaningful" are much more powerful and motivating. It has to do with your personal "why" and is deeper than just being measurable. Yes, measuring, is a component in tracking progress, however, that can be similar to "evaluating" and/or being flexible. Another consideration could be SMART E-R. The "E" being evaluation and the "R" being readjust. As you evaluate, adjust as necessary to get closer and closer to your goal.

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Dr. Warren G. McDonald

Professor, Consultant, Author, Speaker, Entertainer
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One thing that I find helpful is ongoing regular evaluation. Letting individuals know in real time when they do something well, or suggestions for improvement is important. Now, we've always done annual evaluations. Keep them, if "that's the way we've always done it" is important to you, but eliminating the surprise will prove beneficial

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2 Prepare thoroughly and communicate openly

Performance reviews should not be a surprise or a one-way conversation. You should communicate with your employees regularly and openly throughout the year, and give them constructive and timely feedback on their work. Before the review meeting, you should also gather relevant data and evidence, such as metrics, feedback from peers or customers, and self-assessments. You should also ask your employees to prepare their own reflections and questions, and share the agenda and format of the meeting in advance.

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Dr. Warren G. McDonald

Professor, Consultant, Author, Speaker, Entertainer
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And tone is important. If you approach the conversation in a collaborative, supportive manner, your results will be more positive. Too many are conducted in an almost punitive fashion

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3 Use the STAR method to give feedback

During the review meeting, you should use the STAR (situation, task, action, result) method to give feedback. This means that you should describe a specific situation or task that the employee was involved in, explain what action they took, and highlight the result or outcome of their action. This will help you give specific, factual, and balanced feedback, and avoid vague or subjective statements. You should also use positive and negative feedback to recognize the employee's achievements and areas of improvement, and avoid personal or emotional criticism.

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4 Create a development plan and follow up

Performance reviews are not only about evaluating the past, but also about planning for the future. You should work with your employees to create a development plan that outlines their short-term and long-term goals, the actions they need to take to achieve them, and the resources and support they need from you or the organization. You should also agree on how you will monitor and measure their progress, and set a timeline for regular follow-ups. This will help you motivate your employees, foster their growth, and hold them accountable.

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Linda Sage MA, BA Ed(Hons) DTM

Insights into infamy, education and awareness about violent crime its causes, and consequences. Speaker, Broadcaster, Lecturer, Writer
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This is really important in my experience to keep staff motivated and engaged, regular progress check-ins and easy access to support while they are achieving the goals. Also, very important is to celebrate their achievements at each step. This way it is a pleasant journey to change rather than an arduous one.

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5 Solicit and accept feedback

Performance reviews are also an opportunity for you to receive feedback from your employees. You should solicit and accept feedback on your own performance as a manager, your communication style, your expectations, and your support. You should also encourage your employees to share their opinions, concerns, and suggestions on the performance review process, the team dynamics, and the organizational culture. You should listen actively and respectfully, acknowledge their feedback, and act on it if possible.

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6 Be consistent and fair

Finally, you should be consistent and fair in conducting performance reviews with your employees. You should use the same criteria, standards, and methods for all your employees, and avoid biases or favoritism. You should also be transparent and honest about the purpose, outcomes, and consequences of the performance reviews, and respect the confidentiality and privacy of your employees. By being consistent and fair, you will build trust and credibility with your employees, and foster a culture of feedback and learning in your team.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Staff Development

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How can you conduct performance reviews with success?

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4

5

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1 Set clear and SMART goals

2 Prepare thoroughly and communicate openly

3 Use the STAR method to give feedback

4 Create a development plan and follow up

5 Solicit and accept feedback

6 Be consistent and fair

7 Here’s what else to consider

Staff Development

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How can you conduct performance reviews with success?

1

2

3

4

5

6

7

1 Set clear and SMART goals

2 Prepare thoroughly and communicate openly

3 Use the STAR method to give feedback

4 Create a development plan and follow up

5 Solicit and accept feedback

6 Be consistent and fair

7 Here’s what else to consider

Staff Development

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