In the Performance Management system, the Performance Review Meeting is an important part of growing your career or company and building a healthy organizational culture. Here you can find some tips for both Managers and Employees to manage this process successfully.
For the Manager
- Eliminate feedback surprises. Provide continuous feedback throughout the year. When you see things that are not going well or achievements, give real‑time feedback and coaching. This will be more effective than saving it for year‑end. If an employee is receiving a particular piece of feedback for the first time during the performance review meeting, you are probably giving this information too late.
- Provide concrete examples. What you observe is important for holding up a mirror to your employee and increasing their awareness. Take clear notes related to performance to capture daily examples. Review these notes before the meeting.
- Ask the employee to prepare. Ask the employee to make their own personal preparation.
For the Employee
Review your own evaluation. Prepare in advance by going through your notes about your achievements and areas for improvement.
Is there a story to tell? Instead of letting someone else control the narrative on your behalf, take control of your own story. During the performance review cycle, think about what you did in that period and let it help guide you toward where you want to go.
Know your achievements. You are your own best advocate, so there is no one better than you to highlight your wins and how you achieved them.
Action and follow‑up planning. After the performance review meeting, create an action and follow‑up plan and make sure your manager sees it.
Key Takeaways
Do not accumulate the need for real‑time feedback for development. Give equal weight to positive and negative feedback; do not give only one or the other. After the performance review meeting, what happens now? You should create a follow‑up plan; otherwise, there will be no point in having a performance review meeting. Identify two or three areas for improvement and create a follow‑up plan. The plan should include what the action items are and which specific areas will be the focus.
