Expert's Advice: How to Give a Performance Review

Majority of managers agree on one thing about giving performance reviews: it can turn into an awkward and unfruitful situation where incorrect appraisals can be given just to avoid staining personal relations. However, when you give a performance review think of the many benefits this has for your company's growth and the development of mature and responsible employees. It goes to say that the more accurate the appraisal is, the closer you are to getting your desired results out of your team members' efforts.

How to Give a Performance Review

Whether you are simply trying to avoid confrontations with employees and discussions on performance, or view it as simply another bureaucratic red tape, many managers commit the mistake of glossing over performance reviews and giving employees a pat on the back even to the undeserving ones. This a purpose-defeating move rather than a motivational tool supposedly benefitting human resource development when giving performance reviews in this manner.

Here are expert advices on how to give a performance review:

1. Lay down objective criteria for evaluation, and present this to the employee as early as the hiring date. In the case of amendments to the criteria, let old employees learn of the changes. Also discuss all up-to-date job descriptions, previously agreed-upon goals, and the set standards of performance. This provides employees a clear idea of what they are being measured upon and how to perform on or above standards.
    
2. Prepare way ahead of the date you give performance review. You can't rely on memory alone and performances can easily go down the drain of your thoughts. Keep track of all exemplary and poor performance of employees to be ready at all times in giving performance reviews. Doing so will prevent any chance of conflict between you and the employees concerned, as you can readily show records when an employee questions your performance review.
    
3. Use concrete examples every time. Whether you want to lay down criticisms or commend successes, always refer to specific instances that led you to arrive in such. The employee will not see the review as a catalyst for improvement and growth if you only give the ratings without presenting them concrete examples as the bases of your rating. This makes it imperative to keep a record of performance through the entire year.
    
4. Maintain a professional tone at all times. When learning how to give performance review, avoid invoking personal relations through opening greetings, such as "How are the kids?" or something to that effect. No matter how healthy personal relations are in every workplace, do not infuse this when giving performance reviews to maintain professionalism throughout the professional meeting. In line with professionalism, maintain respect. Do not raise your voice, make personal attacks, use sarcasm, or belittle an average or below-average performing employee.
    
5. strategies together with the employee. Don't do all the talking. Listen to your employees' explanations and suggestions, including their own views of what can move the company to new heights. This is the perfect time to discuss strategies as a team - at this point, ask your employee how he/she plans to achieve his/her own goals and realize these goals.

If it is your first time to give a performance review, do not hesitate to ask for tips from fellow managers within your organization on how to give a performance review. Well-meaning managers who know the importance of a good performance review will not have qualms in giving you pointers and share their own positive and negative experiences at giving performance reviews.