An employee performance review, also known as a performance evaluation or a performance appraisal, is a formal evaluation of an employee’s work over a set period of time.

A performance review is a two-way process, a one-on-one talk between management and an employee about the impact, development, and evolution of the employee's performance. It is an important part of a company’s overall performance management plan.

Managers examine an employee’s overall performance, identify their strengths and areas for improvement, provide feedback, and assist them in setting goals during an employee performance review.

Employees are usually given an opportunity to ask questions and provide feedback to their manager if required. As part of the performance review process, they may be asked to do a self-evaluation.

While yearly performance reviews have long been the norm, more employers are now opting for quarterly, monthly, or even weekly input.

According to reports, “51% Of Employees Believe Annual Reviews Are Inaccurate”.

Every organization is required to conduct employee performance evaluations, but the success of these reviews is determined by how they are handled. They can either inspire your employees to achieve new heights or drive them away from your organization.

Four Suggestions for Conducting a Better Employee Performance Review

1. Ensure that Your Employees’ Expectations Are in Sync

Conversations about performance can be challenging at times. These discussions can determine why employees are not fulfilling their goals and objectives, as well as how to help them become better versions of themselves.

Start off on the right foot by agreeing on the meeting’s expectations. Here are some tips:

First and foremost, an employee should be aware of their role in meeting preparation. They should review the agenda, add any issues they would like to discuss, and be aware of the location and time of the meeting.

Second, employees should know what to bring to the meeting and what data the manager may refer to or incorporate into the discussion.

Finally, employees should have a clear understanding of their post-meeting obligations and how their manager intends to assist them in succeeding.

Above all, managers and employees should share an idea of what constitutes successful performance. Managers should offer clarity about each employee’s job and how the organization views their contributions as necessary.

2. Look for the Employee’s Point of View

Your feedback is an important part of the employee performance review process, but so is the employee’s evaluation of their own performance. Employees are expected to do a self-assessment as part of their performance review in some organizations. Consider including it in your current procedure if it is not already.

When you ask an employee for feedback on their own performance, they are more likely to participate in the process. However, keep in mind that some employees may find this procedure intimidating.

If this is a new practice for your company, you might want to start by simply asking employees to compile a list of recent accomplishments and future aspirations.

According to research, “Employees who feel their voice is heard are 4.6 times more likely to feel empowered to perform their best work”.

3. Prepare an Agenda

Nobody likes going into a meeting blind. Conversations about performance are no exception. Managers and employees should collaborate to create a shared agenda and notes with key talking points to offer them the best chance to have a meaningful conversation regarding employee performance.

This will reduce some of the tension around the discussion and allow employees to submit their ideas and prepare for the meeting.

This also allows all the employees to customize the agenda to meet their own requirements. Managers can focus on actively listening rather than lecturing when employees are encouraged to bring subjects they want to discuss.

4. Choose a Convenient Time and Location

Managers and their employees should have a one-on-one confidential talk about their performance. Plan to meet in a private office or area away from customers and coworkers. Choose a date and time that is convenient for the employee, and inform the staff well in advance.

Avoid hectic times of day like lunchtime and ensure that all required employees have enough time for a meaningful conversation. When you select the time and place with care, you create a more conducive environment for a positive review, and you communicate to your staff that the review process is essential to you and the organization.

If you want to know how your employees feel, Dropthought can help you collect your employees’ feedback, create delightful experiences, and more.

Dropthought is a user-friendly, omnichannel, and real-time employee experience management platform. We empower companies in different verticals to create delightful experiences for employees across their employee journey. Get detailed analysis and insights from data to exactly know what your employees think and what actions you need to take to delight them.

With a dedicated team, we ensure that you are optimizing your employee experience programs and strategies to create great experiences!

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