Giving a Good Performance Review

The foundation for an effective performance review is built over the weeks and months prior to the review. Goals, objectives and standards must be clearly outlined so that employees are aware of performance expectations and review standards.

Both verbal and written performance reviews should take the form of a “sandwich”. Begin with positives; then mention negatives; finally, end on a positive note.

For both supervisor and employee, the most challenging part of the performance review is the negative feedback. Some experts advise providing the employee with the written evaluation prior to the meeting in order to allow time for emotional reaction in private.

Most employees are painfully aware of obvious negatives, such as chronic tardiness. It may be important to look at contributing factors from the standpoint of “solving OUR problem.” For example, a parent’s morning routine may be so tightly scheduled between the school bus and work that the slightest traffic snarl invariably makes the parent late for work. Is it feasible to tweak the employee’s schedule?

While the performance review is usually considered a “one-way” conversation, asking questions and listening to the answers can be a valuable resource. One attorney dealt for years with a frustrating parade of chronically tardy employees. Several of them even told him the office manager was resetting the clocks so she could leave early. After checking the office clocks with his watch, he was shocked to realize the office clocks were, indeed, set fifteen minutes ahead.

It can also be helpful to ask the employee “What are your personal performance goals for this year?” Learning what motivates the individual employee can be a valuable tool to drive performance. Everybody appreciates a raise, but some also appreciate recognition, flexibility, responsibility or an important-sounding title.

At the conclusion of the review, it’s important to give clearly-defined objectives for follow-up. Instead of “closing more sales,” a quantified objective of “increasing sales revenue by 25%” or “increasing average sale amount by 10%”.

The performance review provides an excellent way to keep both your employee and your business performing at its best.

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