Performance reviews often cause anxiety — not just for the employee whose work is being evaluated, but for the manager conducting the review as well. Here are some tips that can help turn the sometimes-dreaded review process into a positive experience for both you and your employees.
1. See yourself as the team coach, not a judge
The best way to avoid making your employees feel like they are on trial during a review is to stop thinking you have to judge and criticize. Instead, adopt a coaching mindset. Focus on solving problems collaboratively and improving performance. After all, when employees do their best, the team and your entire organisation are better for it. When your goal is to guide employees to success, you will both feel much more positive and optimistic heading into the review.
2. Help the employee prepare for the review
Walking unprepared into a meeting with your boss can be stressful. Reduce employee stress by sharing the topics and events you’d like to discuss in advance. Make sure the employee is aware of the review format and how your organisation measures performance. To help them feel confident about the conversation ahead of time, suggest they prepare a self-evaluation based on your review questions, such as:
- What accomplishments are you most proud of?
- What goals would you like to set for the future?
- If you could change something that would improve your work, what would it be?
- What impact has your performance had on the organisation?
3. Collect feedback from others
There’s no need to rely solely on your view of the employee, especially if you might be biased. Solicit input from colleagues who are familiar with the employee’s daily performance to get a well-rounded view. Such 360-degree feedback can reveal performance aspects that you might not be aware of. It can also help you understand how the employee contributes to the team as a whole.
4. Make it a conversation, not an interrogation
The key to a good conversation is listening with genuine curiosity and emotional understanding. Listening intently will help you solve problems and suggest improvements. Remember, your goal is to coach, not to judge, so look for those opportunities.
5. Define expectations and clear next steps
Without detailed next steps, your employee has no clear way to improve their performance. Work together to set goals and deadlines, so they have a specific plan of action. It may include adopting better methods for doing their job, avoiding errors or taking on more responsibility. Clear next steps will give your employee a path to success and make their next performance review easier.
When you see yourself as a coach — someone who can help motivate, modify behaviour and recognize good work — the review process becomes a positive, meaningful experience. Use these tips to help reduce stress, drive employee performance and reach organisational goals.
