The Basics of Employee Performance Reviews

Don’t think that performance reviews need to be incomprehensible or frightening. These open conversations are a chance to evolve and fortify connections. Let’s unpack what reviews consist of so you can make the most out of it.

What is a Performance Review?

A performance review is a formal discussion in which managers evaluate the employee’s work and performance on a continuous basis. Hence, appraisals or assessments are usually performed every 12 months or more.

In your review, you’ll discuss:

• Tasks, and if they’re being done effectively.
• Achieve targets.
• Triumphs and tragedies
• Strategies for skill-building
• Professional ambitions.

The session ends with goals for the future, a roadmap. Performance reviews serve as a legal opportunity to align on growth, provide feedback, and improve the collaboration.

Why Are Performance Reviews Important?

You might be wondering, then, why do you have to give reviews at all, when managers will give you feedback anytime? Some special benefits of performance reviews:

Two-way Communication

Reviews provide ample time for managers to acknowledge great work otherwise buried in plain sight. Employers can also provide updates, updates and clarification questions as well.

Employee Development

The evaluation assesses abilities you wish to learn from your boss. You can even talk about your professional ambitions and career progression. This drive for development is the key to job satisfaction.

Goal Alignment

Your manager will review your objectives with regard to the broader company’s objectives. This makes sure that everybody collaborates.

Employee Retention and Engagement

Documenting the review helps with records for HR purposes in the future. Review creates the focused development conversations and skill development that informal feedback cannot.

What Review Process Generally Runs

Despite workplaces that are all different, the majority of reviews include the following key features:

Goal Review: Reassess objectives from last audit. They were met? Why or why not?

Skill Evaluation: Think communication, technical skills, problem-solving and collaboration. What’s happened with them?

Feedback: Give constructive criticism on achievements and weaknesses. Be specific.

Professional Development: Determine if you have training or expertise to acquire. Talk about the possibility of greater accountability.

Setting New Goals: The review usually ends with setting new, achievable goals for the next review period. These goals should be specific, measurable, and aligned with both the employee’s career aspirations and the company’s objectives.

How to Prepare for a Performance Review

How you prepare will determine how productive the review will be.

As the employee:

• Reflect on achievements, challenges, and past goals. Make some notes.
• Consider your aspirations. What skills do you want to develop?
• Gather any metrics or examples to make your points.

As the manager:

• Review past goals and performance data like peer feedback or project metrics.
• Develop balanced constructive feedback – wins and improvement areas.
• Offer suggestions for how you can support their development.

Preparing ensures you make the most of the opportunity.

Regular Check-Ins > Annual Reviews

An annual review alone is not the best approach. Regular check-ins throughout the year are ideal.

Advantages of quarterly or biannual reviews:

• Gives timely feedback instead of waiting 12 months
• Keeps lines of communication open
• Ensures goals stay top of mind rather than recalling a whole year later

Ongoing dialogue leads to real-time improvement and relationship building.

Reviews Benefit Employees, Managers and Companies

When done thoughtfully, reviews are a win-win-win for all involved.

For employees, it’s a chance to:

• Get recognition
• Develop skills
• Discuss career aspirations
• Build trust with your manager

For managers, it’s an opportunity to:

• Recognize great work
• Coach on progress
• Set expectations
• Assess training needs
• Strengthen relations

For the company, benefits include:

• Identify high potential employees
• Develop skills needed now and in future
• Retain top talent by growing them
• Align individuals with company objectives
• Maintain performance records

In summary, reviews enable growth for employees, managers, and the organization.

Making the Most of Performance Reviews

With the right mindset and preparation, both parties can make reviews constructive and empowering.

For employees:

Come prepared to celebrate successes and share your skills you wish to develop. Collaborate on solutions and action plans. Ask clarifying questions. Stay solution-focused.

For managers:

Come prepared with specific examples and data. Offer thoughtful feedback that balances wins and areas for growth. Collaborate on development plans. Listen fully. Focus on building trust.

For both:

Maintain open communication. Set aside uninterrupted time to dive deep. Schedule regular check-ins between reviews. Approach each other with empathy and care.

Final Thoughts

Performance reviews offer a devoted space for aligned growth and building relationships. Be ready for interesting, fruitful dialogue. Between review check-ins, frequent feedback is given.

If approached strategically, reviews help workers feel appreciated, given feedback and cultivated. Managers receive the time to coach and care about employee development.

The power of reviews opens up new opportunities for individuals, managers and companies. Regular, strategic reviews increase confidence, development openness and company alignment.