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Performance Review Tips for Managers

Performance reviews may not be new to successful organizations, but they constantly evolve and take on new forms. So why are they still so important to businesses?

Performance evaluations are a way to measure employee success, provide opportunities for feedback, and are great tools for continuous improvement across an organization.

Check out our performance review tips for managers and learn how to give an assessment that is efficient, effective, and can continue evolving.

What Is a Performance Review?


A performance review is a formal assessment of an employee’s performance by a direct manager or supervisor, including identifying strengths and weaknesses, opportunities for growth, and setting goals.

A performance review aims to provide employees with insights into what they’re succeeding at and what they need to work on, and ensure their work supports organizational goals and expectations. Performance evaluations are also commonly used to determine promotions and compensatory rewards.

There are many ways to conduct performance reviews, but here are some basic steps on how to give a performance review:

  • Face-to-Face Performance Evaluation. Regardless of whether you’re a fully remote organization, providing an opportunity for a face-to-face meeting for performance reviews is critical. It offers a chance to connect in a live conversation and prevents miscommunication.

  • Consistent, Constructive Feedback. While performance reviews are often seen as formal assessments, an informal approach can lead to a more comfortable setting for both parties. However, it’s equally important to supply real-time feedback outside of the regularly scheduled reviews. Regularly offering input can prevent catching employees off-guard during a performance review and provide an opportunity to correct or improve in real-time. 

Additionally, don’t just focus on employees who aren’t performing well or up to par—your top performers need reassurance, too. Expressing gratitude and appreciation to your top performers can help them feel recognized and continue to motivate them.
 

  • Practice Honest Dialogues. Though performance reviews may bring up uncomfortable issues, it is important to address them. Not addressing poor performance issues will enable the inadequacy to continue and create a negative perception from other employees. While being honest is critical, being tactful in delivery is just as essential. Be sure to leave room for the employee to provide feedback as well. The best way to help them succeed is to ensure the meeting isn’t a one-way dialogue. Being honest will also encourage them to be honest with you.

  • Offer Real, Relevant Examples. When addressing areas of improvement and a job well done, it helps to provide examples. Made a mistake? Provide the example and tips for improving it in future instances. Did something well? Explain what worked and why you liked their approach. 
  • Close with a Positive Note. Regardless of what is addressed in the performance review, closing on a positive note can help set the tone for mutual understanding and respect. A great way to wrap up a performance review is to summarize the main points, expectations going forward, and goals for the following review.

Performance Review Tips for Managers

Your performance management strategy may look great on paper, but its success depends entirely on execution. Because managers are the ones driving the process, their commitment is what makes your strategy a hit or miss. Their buy-in and participation are crucial to launching a solid performance management strategy and fostering a feedback-rich culture.

But for managers to be great coaches, they may need a little coaching on how to give a performance review. Here are some tips to help shift managers’ attitudes toward performance management and improve your current system.



#1 Develop Manager Training

One of the worst things you can do is throw an ill-equipped manager into unfamiliar terrain. Invest in proper manager training, such as conflict resolution, emotional intelligence, and addressing bias and microaggressions.

Ensure your managers follow proper processes, including filing paperwork correctly and sending reminder notifications for upcoming reviews. 

Whatever your process involves, your managers are the primary factor in determining whether a performance review is a success or not—continuously seek their feedback in improving processes, addressing questions and concerns, and ensuring they’re equipped with all the resources, tools, and support they need to successfully give great performance reviews.


#2 Practice Constructive Criticism

No one likes giving or receiving negative feedback. One study found that 37% of managers feel uncomfortable delivering direct feedback and criticism about their employees’ performance. But employees crave feedback—good and bad. 

Nearly 60% of employees felt their manager’s feedback did not help them improve their performance. Professional development and continuous learning are important factors for retaining talent and keeping employees happy and engaged, especially Millennials and Gen Z.

Train your managers on how to give and frame constructive criticism so everyone comes out on top. For example, if an employee is slow to respond to communications, explore what is causing the delay. Instead of expressing how unprofessional it is not to respond, perhaps ask why they didn’t respond. This can offer an opportunity to discover they are overwhelmed with their workload and need help delegating. Or maybe they react more quickly to instant messaging notifications. From there, you can assist in finding a solution that helps both parties. 


#3 Encourage Ongoing Feedback

Taking the time to deliver the highly personalized feedback employees need isn’t always possible for time-strapped managers. Encourage managers to meet weekly or bi-weekly with their direct reports to give, receive, and act on feedback.

Continuous feedback allows managers to keep pace with change by monitoring performance, reassessing goals, and discussing strategies. Regular one-on-one meetings save managers time by providing a forum to address and resolve problems before they become more significant or long-lasting.


#4 Support Goal Setting

Not all employees are looking for compensatory rewards. Lack of appreciation often leads employees to leave their jobs. While raises, promotions, and general employee appreciation are traditional ways to reward outstanding employees, sometimes supporting employees’ individual goals can be precisely what they need. 

One study found that more than half of employees desire more thoughtful recognition from their managers. Encourage your managers to regularly check in on employees’ progress towards their goals and ensure they have the support they need to achieve them.


#5 Simplify the Feedback Process

As much as employees fear them, managers dread paper-ridden annual reviews too. Consider abandoning paper forms in favor of an online performance tool. This approach can simplify and expedite the review process. 

With an electronic feedback process, managers and their direct reports can quickly revisit feedback throughout the year. It also helps managers easily track and report on performance metrics.

While there are many ways to approach performance management, some organizations are replacing the traditional feedback process with 360 performance reviews. Learn how 360 degree feedback can help boost performance.

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