Running Great Performance Reviews [7 Simple Tips]

Performance reviews can be daunting for new line managers, but they are a crucial part of management.

Done well, they provide clear goals and a roadmap for success, benefiting both you and your team members.

However, poorly conducted reviews can leave everyone feeling frustrated and demotivated!

Here are our top 7 tips for running performance reviews the right way.

1. Think Like a Coach

Adopt a coaching mindset to keep reviews positive and constructive.

Focus on how performance can be improved and maximized, using clear, actionable feedback.

Engage in a two-way dialogue where you listen as much as you speak, and use storytelling to communicate your points rather than direct instructions.

2. Plan and Communicate in Advance

Performance reviews require careful planning.

Schedule them well in advance and ensure your team knows when and how these reviews will take place.

Allocate time for preparation, and communicate that these reviews are a serious part of your role.

This shows commitment and gives your team the chance to prepare.

3. Set the Right Frequency

Annual reviews are not enough.

Determine the right frequency for your organization, but ensure reviews happen regularly enough to address issues while they’re still manageable.

Regular check-ins prevent problems from escalating and show continuous engagement with your team’s development.

4. Be Clear and Specific

Avoid vague comments. Provide clear, specific feedback with examples.

For instance, instead of saying, “Your reports aren’t good enough,” say, “Your last three reports had spelling errors and confusing layouts.”

Specificity helps team members understand exactly what needs improvement and why.

5. Focus on Future Development

While it’s important to review past performance, spend time discussing future goals and development.

Help your team members set clear, actionable objectives (like SMART goals) that will guide their progress and personal growth.

Being forward-looking encourages a constructive atmosphere.

6. Document and Follow Up

Always document the key points and action items discussed in the review.

Share this documentation with the team member so there’s a clear record of what was agreed upon.

This will serve as a reference for future discussions and help track progress.

7. Foster a Two-Way Dialogue

A performance review should be an open discussion, not a one-sided evaluation.

Encourage your team member to share their own perspective on their performance, which can provide valuable insights and open the door for honest, productive conversations.

This approach often reveals areas for improvement that you might not have identified on your own.

By applying these strategies, you can transform performance reviews from a dreaded task into a productive, motivating experience for you and your team.