How to Write a Performance Review That Actually Improves Performance

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In the recent past, employee evaluation has come under fire. Both managers and employees are unimpressed with traditional employee review procedures. Additionally, most workers think performance reviews are ineffective at raising performance.

The yearly evaluation will always have its place. However, organizations focused on success know that it needs to be a part of a larger performance dialogue strategy.

The talks can be challenging whether you have an annual review, a quarterly review, or a monthly check-in. Managers ought to make an effort to produce joyful experiences that inspire workers and promote excellence. This is much easier said than done. Here are a few tips to help you write a performance review that works.


Create a Schedule and Notes

Nobody likes going into a meeting blindly. Conversations about employee accomplishment are not an exception. Together, managers and staff members should come up with a specific agenda. Define talking topics to allow everyone the best chance to have a meaningful dialogue about their job.

Employees will have the opportunity to submit their ideas and get ready for the meeting while easing some of the tension surrounding the discussion.

Additionally, it enables staff to customize the plan to meet their needs. When managers encourage staff to bring up subjects they wish to discuss, they can concentrate on actively listening rather than lecturing. The meeting agenda should also include the date, time, and venue of your meeting.


Monitor Performance All Year

There are other occasions outside the annual review to consider an employee’s work. Spend a few minutes each week recognizing the employee’s accomplishments and areas for development. Ideally, it would be best if you did this in person.

This will increase how accurately annual reviews represent the success of the employee. In addition, it allows you to work with them to enhance their work all year long.


Recognize Employees’ Performance

Listing all the flaws of an employee is not enough. It would be best if you also took some time to highlight their accomplishments. They will learn valuable lessons and expand on their wins if they feel appreciated.

One example is a salesperson who has just about met their quota. While mentioning this in the assessment is appropriate, it’s also essential to note that this employee has developed a close relationship with their clients and is seen as approachable and helpful by the rest of the department.


Deliver Practical Suggestions for Development

You want the employees to improve when you give constructive performance reviews. This is why it’s crucial to offer helpful guidance. Give your staff advice on specific actions they may take to improve their performance.

 This can be done informally by asking for assistance when they need to prioritize several important jobs, or it can be done formally by enrolling in a course. It could help them do a better job.


Encourage Workers to Evaluate Themselves

Before you meet employees for their annual assessment, ask them to evaluate their own work as part of the review process. Giving them this opportunity helps them understand what you’ll be assessing. You can compare the results side by side.

This encourages people to engage in a two-way discussion about their successes and the challenges preventing them from achieving their goals.

Please pay attention to what the employees are most proud of, their goals, and how they believe they have benefited the team. This information might shed light on how you can help them in their quest for improvement.

In conclusion, employees are supposed to learn from performance reviews. The reviews should help them work better. However, this isn’t always the case. Few employees are motivated to do better due to their reviews. As a manager, you may become frustrated because your staff members aren’t improving.

The staff members may become demoralized because they can’t figure out how to do better. A contributing factor is these assessments frequently sum up an employee’s work as a rating or ranking without offering helpful criticism. Take advantage of the above tips to write a performance review that works.

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