What Is Performance Review?

A performance review, as the name implies, is the formal assessment of an employee’s performance at work, pinpointing their strengths and weaknesses, and then devising and suggesting ways to improve their performance if the need is. A performance review is a kind of feedback that is meant to help employees improve their work and overcomes their weaknesses for the future. In these reviews, managers help employees with whether they are facing any issues with the team and ask them about their experience working with their manager or supervisor.

Performance reviews are a great help to employees if they’re done in the right way. They have the ability to transform an employee’s work into a better version and helps them see where they are lagging behind. It gives them the chance to improve themselves and work better next time. These reviews are also a good way to fix most issues before they become bigger issues in the future. Many organizations conduct a performance review annually for the entire team. Today, most employers prefer doing that in regular one-on-one sessions, as well. 

How to Prepare Your Employees for the Performance Review?

Encourage your employees to take the following steps in order to make the best of a performance review:

Ask Them to Take Notes

Before they begin and after that, your employees should prepare notes. Encourage them to note important things that will prove helpful for them in the future to improve their work performance. They should also note down their strengths as you review them. 

Establish a Safe Environment

When doing the performance review, make sure your employees are comfortable. They should feel safe to ask you questions and suggestions to help them become better at work.

Some Dont’s for a Performance Review

As a manager you should avoid the following things during performance reviews:

Don’t Compare

Performance reviews are meant to improve your employees’ work performance. Avoid comparing them with other employees who do relatively better than them and focus solely on their betterment.

Don’t Praise for No Reason

When you give false praise, they begin to do the same thing over and over again. It will hurt your organization as well. When giving praise, keep ut real and specific.

Don’t Criticize Without Showing Proof

Always use an example to show where they went wrong. This will prevent your employees from being defensive. Criticism with an example is a sure way of helping them better themselves. 

Don’t Give False Hopes

Don’t give them false hopes of things that you know will not be possible within the organization. For example, don’t promise them a promotion in return for their improvement if you know the company can’t afford it at the moment. 

When done right, performance reviews have great potential for improving employee performance and generating better results for the organization.