Performance Review Tips for Managers and Employees
Performance Review Tips for Managers and Employees

Performance Review Tips for Managers and Employees

Performance reviews are a vital part of any employee/manager relationship. Yet these annual appraisals seem to be dreaded by both parties. The philosophy behind reviews is to provide a fair and private space where employee performance can be discussed and improved upon. The following guidelines provide ways to change the perception of performance reviews from one of apprehension to one of open-mindedness.

Performance Review Tips for Managers

For managers, the key to giving a good performance review is to be fair, open-minded and encouraging. The aim is to help employees give their best and reach their peak performance, which is achieved best through positive, firm direction.

Managers should follow these four tips to conduct positive and productive reviews:

Discuss specific issues: Stay away from taking digs at the employee’s character. Evaluate performance in measurable terms rather than discussing attitude and attributes. Use clear, nonjudgmental language that focuses on behavior and avoids vagueness and blanket demands. If critiques are meant to be productive, they must be specific and actionable.

Reinforce performance standards and make a plan: By reminding employees of what you expect from their work, it is easy to point out errors without offending them. Be consistent with standards, so that all employees understand what is expected. It also helps to create a specific plan on how the employee can improve their work in the future. Offer your help in carrying out this plan and emphasize your faith in the employee’s potential to achieve.

Let employees contribute: It is important to treat the review as a two-way street. Begin by asking the employee to explain how they think they are doing and how they can improve, then talk about your own perspective. Letting the employee have a say in his or her appraisal process places accountability on the employee and gives them ownership of the results.

Balance positives and negatives: Conducting a performance review is similar to walking a tight rope: balance is everything. Withholding positive feedback demoralizes and discourages workers, while hesitating to point out problems prevents future improvement. Supervisors must take into account both the feelings of employees and the success of the company. Alternate between negative and positive statements where applicable. This way, supervisors can send the right message without coming across as unkind.

Performance Review Tips for Employees

For employees, the key to achieving a good performance review is keeping the review in mind all 52 weeks of the year. Good performance is an everyday task—one that can’t be made up a week before evaluations begin.

Here are three helpful tips for employees to keep in mind:

Toot your own horn: Treat the performance review like the first interview with the company. Bring documentation of any awards received, additional training completed and goals achieved. Show how you have helped the company grow and that you are a team player.

Speak up: Before the review, write down any questions you may have for your manager. Also, be sure to discuss concrete ways you have improved since your last review. Make a list of goals for the upcoming year and discuss them with your supervisor. Though sharing your thoughts and progress is vital, so is listening. Accept feedback—positive or negative.

Put in the effort: Being a good employee is an all-the-time job and requires effort all weeks of the year. Preparation for the next performance review should start as soon as this one is over.

The above tips and suggestions aren’t the only things that can help make performance reviews easier and more enjoyable: Paycor’s Perform HR provides a user-friendly interface for employees and supervisors to manage performance reviews, access employee files and foster open communication. See how we can help improve your employee management needs by starting a conversation with us today.

Sources: Business Management Daily, Inc.com, Chron.com, BC Jobs, Helium.com

More to Discover

Leave of Absence Policy and Acceptance Letter Template

Leave of Absence Policy and Acceptance Letter Template

Every business needs a leave of absence policy that clearly lays out how employees can apply for time away from work, and what the terms of this leave will be. There are many reasons an employee may require a leave of absence from work and while employers usually have the right to reject a request, it’s almost always the right call to allow employees to take leave.The distress and uncertainty caused by COVID-19 has only made it more important that businesses take an understanding approach to employee welfare, even if they are not eligible for FMLA leave. Whatever the reason an employee needs some time away from work, it’s important that, when accepting such a request, employers lay out exactly what it means for an employee’s status in...

Webinar: Post COVID-19: Reimagining the Future of Work

Webinar: Post COVID-19: Reimagining the Future of Work

Join us for a special roundtable discussion on what the future holds for HR leaders post COVID-19 featuring HR experts Jennifer McClure, Jon Thurmond, Wendy Dailey and Joey Price. They will discuss a variety of topics including how to navigate this new normal, new challenges facing HR leaders, personal experiences on motivating employees and keeping engagement strong and much more.

Webinar: How to Tackle HR with a Team of One

Webinar: How to Tackle HR with a Team of One

The way business leaders manage HR at their organization now can cripple or jumpstart long-term growth for their business. Watch now to discover tips and tricks on managing compliance, recruiting, performance management, training and HR technology. Register now! Speaker: Lori Kleiman Lori Kleiman is a business expert with more than 25 years of experience advising companies on HR issues. Her background as a human resources professional and consultant gives her unique insight on how HR professionals and executives can work together effectively to achieve business goals. Her programs are designed to provide critical HR updates and best practices to small businesses.

Why HR Technology Matters Now More than Ever

Why HR Technology Matters Now More than Ever

When a crisis hits, the right HR technology gives business leaders the data, tools and support they need to make important decisions quickly. In this report, Josh Bersin breaks down the four key benefits of HR technology and demonstrates through case studies how leaders can leverage it to solve problems and grow.