Performance reviews can be stressful for managers and employees. But what happens after the performance review is just as crucial as the review itself. Follow-up actions can make or break the progress achieved during the review process.
It's essential for managers to understand the importance of performance review follow-up and how it can help sustain progress. Consistent follow-up allows managers to work alongside employees, helping them overcome performance challenges while holding them accountable for agreed-upon goals.
In this blog, we will dive into:
With our tips and insights, you'll be able to create an effective performance review follow up plan that helps drive employee and business success.
Performance review follow up is just as important as the review itself. When managers and employees don't follow up, the review process becomes less effective. Performance review follow up helps ensure employees are using the feedback and tips from the review. It increases alignment with two-way conversations about goals, progress, and performance.
Performance review follow-up helps ensure feedback translates to action, improvement, and growth. When managers and employees keep an open dialogue, they can build on insights from the initial review. They can continue to discuss strengths, areas of improvement, and progress. And they can pivot as needed as business context and employee goals shift.
When it comes to performance-review follow up, there are a few key things managers and HR can do to maximize performance and employee engagement.
After the performance review meeting is over, keep important points top of mind in your follow up. Taking good notes during the performance review is important. Your notes will serve as a guide that outlines key takeaways and next steps. They can help you formulate your follow-up and give insight into future coaching opportunities.
Written follow-up after a performance review can be highly effective. By summarizing the performance review in an email, you can document your conversation in writing and reiterate expectations. Leaders and employees can align on initiatives, and employees can hold themselves accountable with concrete, easily accessible next steps.
A performance review follow-up email serves as a great reference tool as employees work toward improvement. Consider using a straightforward email template like this to simplify your follow-up process:
Dear [Name],
Thank you for time [today/date]. [As mentioned/I thought] a written summary would be helpful for both of us
The purpose of our meeting was to discuss: [I, issue, the outcome].
We agreed [resolutions: who, what, when by].
We will meet again to discuss your progress on [follow up date]
Please let me know your thoughts on this reflection by [date- typically a week]
[Sign off]
After the performance review, it's crucial to align on clear, actionable goals. Clear goals provide employees with a roadmap for improvement. An agreed upon direction helps employees stay committed and motivated—and managers can help ensure employee goals are aligned to the organization's vision. This helps create a sense of purpose and contribution for every employee. When setting goals post-performance review, focus on job performance and employee development. Here are some key strategies to consider:
After a performance review, continuous feedback helps employees grow and improve in real-time. Managers can recognize good performance and encourage positive changes. And employees can see exactly what they need to do to improve. A balanced approach to feedback is most effective, using both constructive and positive feedback as needed. This helps create a supportive environment for employee growth and a culture of continuous improvement.
Managers need to create a supportive and motivating environment to help employees perform at their best. When employees feel supported and valued, they're more likely to go above and beyond. Managers should focus on open communication, providing development opportunities, and recognizing great work.
Employee engagement goes hand-in-hand with employee performance. Engaged employees are enthusiastic, dedicated, and invested in their work. Managers can foster employee engagement by:
Performance review follow-up should be an ongoing conversation, not a one-time event. A coaching mindset helps employees develop, grow, and perform in a more rapid and aligned way. Managers should use frequent check-ins to discuss progress and tackle obstacles. This ongoing dialogue fosters employee growth, engagement, and performance.
Regular check-ins are instrumental in maintaining performance review momentum and fostering employee development. Managers can regularly review progress, provide feedback, and offer support. Regular check-ins keep performance goals at the forefront. They promote continuous improvement and better alignment with organizational goals.
Managers can use check-ins to:
By incorporating regular check-ins into performance management practices, managers show their commitment to employee growth, openness, and ongoing improvement.
You can’t be expected to keep up with the day-to-day workings of every employee. Implement 360 feedback to get insights from other team members to gain a well-rounded view of employee performance and how teammates interact with each other. It can be difficult to give and receive feedback, but you want to create a culture where employees can be open and direct with each other and take constructive criticism without bruising egos.
Performance management technology plays a vital role in streamlining the entire performance review process. Performance reviews don't have to be a headache for managers. And they don't have to be anxiety-inducing for employees. Organizations that use performance review software can create a smoother process for all. An effective platform can help HR and managers enhance feedback delivery, track progress, and increase alignment after the review.
It should be easy to:
As organizations evolve, so too will performance reviews. Several trends are sharping the future of performance management, influencing performance reviews.
Performance reviews should be more than a once-a-year event. Managers should embed performance discussions into conversations throughout the year. This is a more effective way to improve engagement, boost performance, and create a magnetic culture. It's better for organizations, better for HR, better for managers, and better for employees.
Performance review follow-up is key to the process—and HR and managers should work together. They should create efficient, effective, and engaging processes that help keep performance top of mind all year.
Make your performance review process more effective, efficient, and engaging. Quantum Workplace's performance management platform helps your managers and teams prepare for, facilitate, and follow up for better reviews and better performance.
Published January 17, 2024 | Written By Kristin Ryba
