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Performance reviews provide an excellent opportunity for managers to give feedback to employees, reward high performing employees, and assist employees who are struggling to meet their goals.

However, if done poorly, they can be redundant or stressful for everyone involved (consequently negatively impacting the work culture).

We’ve gathered 10 quick tips to help managers execute successful performance reviews, making it a perfect article for them to save and read beforehand for some helpful reminders.

1. Be Prepared

‍Use the time before the review to reflect on what the employee has done well and where they could improve. Then, try to come up with specific examples of good and poor behavior (that can be used during the review).‍

2. Put Employee at Ease

Host the performance review in an area where the employee feels comfortable and at ease. This is typically a quiet and private room. Then, outline what the meeting will cover and ask if the employee would like to add anything.

3. Invite Self-Appraisal

‍Do not talk endlessly at the employee, encourage them to talk about their performance and give feedback. This can be done by using open questions such as “how have the last few weeks been going?”.

4. Highlight the Positive

‍Highlight the employee’s strengths and the excellent work they have done. Use the specific examples that you brainstormed before the meeting.‍

5. Focus on Improvement

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• Don’t spend too much time talking about the employee’s shortfalls, as this may demotivate and decrease the employee’s confidence.
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• When an issue is important, be honest about its impact on the team or the organization.
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• Focus on the improvement plan and how you will assist the employee in achieving these goals.

6. Be Aware of Biases

‍Be aware of how your personal beliefs and opinions can impact your judgement and impact performance reviews.

7. Make it a Two-Way Street

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• Encourage open communication during the meeting.
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• Ask the employees about their opinions on how you can work together more effectively.
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• Acknowledge their suggestions, and actively listen to what they have to say.

8. Set Objectives

‍Set goals and objectives during the meeting. ��The process must be a joint effort where both parties share ideas and come to an agreement on what the goals and objectives should be. Make sure that objectives are realistic and that they are within the employee’s reach.

9. End on a Positive Note

‍As the review is coming to an end, thank the employee and ��summarize what has been covered in the meeting. Ensure to include the main areas of improvement and how you will help them.

10. Follow up

Record the main meeting points, employee objectives, and action items that were discussed during the meeting. Use these to assist in following up on any actions points established and checking in on the employee’s performance and improvement.

Looking to learn more about performance conversations?

Read our full guide on how to conduct modern performance reviews.