Employee Performance Review Skill Sets You Need Today

Performance reviews don’t have to be scary or negative. In fact, they can help you grow in your role. When done effectively, reviews give you clarity and direction.

Picture yourself having an open, constructive conversation with your manager. She praises your recent wins and achievements. You beam with satisfaction. Then she talks about areas needing improvement. You listen closely, taking notes and asking questions.

By the end, you have a plan to build new skills. Now let’s explore everything you should know.

What Are Performance Reviews?

A performance review is a formal check-in where your manager examines the quality of your work over a set period of time. They assess your strengths, weaknesses, and goals.

Reviews are also called performance evaluations or appraisals. But they all serve the same purpose – to measure and discuss performance.

Traditionally, reviews happen annually. But many companies now opt for more frequent, informal check-ins. What matters most is having meaningful conversations.

Well-done reviews offer value to both you and your manager. You gain insight about your abilities and priorities for growth. Your manager communicates expectations and tracks team performance.

When you leave the review meeting feeling energized and focused, you know it was a success. Now let’s look at what’s evaluated.

What Should Be Included In A Performance Assessment Of An Employee?

Though each role is unique, certain competencies get assessed in almost every review:

Communication

Do you communicate clearly and effectively with colleagues, clients, and leadership?

Teamwork

How well do you collaborate with teammates and contribute to collective goals?

Problem-solving

When faced with challenges, do you think critically to find solutions?

Quality

Is your work accurate, thorough, and polished?

Time Management

Do you use time productively and meet deadlines consistently?

Goals

Did you successfully complete goals set at your last review?

Your review will also cover skills specific to your position and achievements from the past year. The goal is a comprehensive view of your performance.

Performance Ratings

Once your manager looks at all the key areas, they’ll evaluate you on each one. There are different ways they might score your performance:

Letter Grades

A, B, C, etc. This is a simple and straightforward approach.

Number Scale

Rating you on a scale of 1-5, 1-10, etc. Easy to quantify and compare.

Descriptors

“Exceeds expectations”, “meets expectations”, etc. Defines different performance levels verbally.

However they score, the system should be clear and fair. An effective review leaves no ambiguity about expectations.

The Review Meeting

The most critical element is the face-to-face meeting with your manager. This conversation brings the review to life.

Schedule ample time so you can have a meaningful, productive dialogue. Having your review document handy keeps things focused.

Listen openly as your manager explains your scoring and provides examples. Ask clarifying questions and share relevant insights.

The meeting is also an opportunity to give your manager constructive feedback on their management skills. This two-way dynamic fuels mutual growth.

Making the Most of Your Review

Approach your performance review as a valuable opportunity, not a moment of judgment. Walk away with clarity about your abilities and defined next steps.

Celebrate the wins and achievements your manager highlights. This builds confidence to take on new challenges.

For areas needing improvement, avoid getting defensive. Listen, reflect, and ask how you can grow. Then integrate that feedback to refine your skills.