Here are some key things I recommend taking on board when conducting your performance reviews:

Preparation

The key to performance reviews is preparation. Meetings should be set with reasonable notice so that both the employee and manager can prepare their feedback and allow time during the meeting to discuss performance.

To help with your preparation, ask your employees to conduct their own self-assessment and share that with you ahead of the meeting. This helps you understand their perspective on their performance, and if you are aligned great! If their self-assessment is not aligned with your assessment of their performance, you need to take time to try and understand this, you may have to delve deeper into their assessment in the meeting, remember it’s their assessment so you should just seek clarity to help you understand their perspective. 

Giving Feedback

The feedback should be specific to the objectives set, if an objective was the completion of a project, share feedback on how they tackled the task, what they did well, were deadlines achieved and any obstacles they had to overcome. 

Being specific will provide clarity on the performance grade you will be awarding. 

Setting the scene and providing specifics helps you and the employee understand the end result.

Frequency of reviews

The pace of your business should determine the frequency of reviews, which could be quarterly, twice a year - a mid-year and an end of year review or just an end of year review - if you are a small business and more regular formal reviews just aren’t practical.

Performance management, however, is a day-to-day activity and should be happening everyday as managers interact with employees on day-to-day activities providing feedback and guidance. 

Is 2023 the year you need a formal process to review the performance of your employees? If so, I have a guide and performance review form ready to be tailored to your business, the cost starts from just £80, message 📩 or call 📲 to find out more.