The Dos and Don’ts of Performance Reviews

Many organizations have a set process for staff appraisals, and one that often involves a single annual meeting where goals from the previous year are assessed, and future goals are planned. However, for many this can be a waste of time when not done correctly.

With a wide range of challenges to tackle, staff appraisals need to be handled correctly and professionally in order for them to benefit both the employee and the employer.

In order to get the most from your performance review process, it's vital that you train your staff to adhere to certain do's and don'ts:

Do: Keep a record of performance notes

You and your managers should both have a record of previous performance notes and documentation of previous measurable goals you've set in order to accurately assess an employee. When an appraisal is due, make sure your managers have what they need to ensure the review is a success.

Don’t: Jump to conclusions without evidence

It's very easy to make assumptions and come to your own conclusions before there is an explanation. Make sure your managers understand this and are able to reserve judgment. If they have any suspicions about an employee's performance issues, they should endeavor to discuss this with the employee first and allow them the opportunity to provide an explanation.

Do: Be prepared

Simply going into the meeting to talk about whatever comes to mind isn’t going to be the most productive use of your time. Encourage managers to start writing notes and collecting together information for the appraisal as soon as possible, preferably after the previous meeting. If they don’t prepare, they risk not providing your employee with opportunity to progress as an individual.

Learn more: 6 Excellent Performance Review Questions Managers Need to Ask

Don’t: Confuse your notes

When working with large teams, it can be difficult to keep everything in order. When it comes to an employee performance review, however, it's vital your managers are seen to be professional and organized. Confusing their notes will only undermine their leadership skills and devalue the review process.

Do: Avoid having to reschedule or postpone the meeting

It's important that you ensure your managers understand the importance of the review process, and this includes resisting the need to reschedule or postpone the meeting. Once the performance review meeting is organized, your managers should prioritize that above any other kind of meeting.