Performance Reviews That Matter

We all know the drill – the annual performance review with a manager that seems like a rote, check-the-box exercise (although, on the positive side, it might get you a pay increase).  The worst examples are when a boss brings up some perceived transgression from six months back – and this is the first time she even mentioned it.

Quality performance reviews build upon regularly scheduled monthly supervision meetings. Every manager should incorporate these into his or her work schedule, setting aside time to discuss work goals, employee aspirations and concerns, and provide (and seek) feedback. When you have this kind of open, ongoing communication, there should never be surprises in annual reviews.

A good performance review process incorporates goals, results, and workplace behaviors, and a section for employee input. It is important for the manager to be thoughtful, thorough, and fair. The boss who takes good notes during the monthly supervision meetings will have a much easier time putting together quality annual reviews. 

An effective annual review process will also include Personal Development Plans that help employees grow and expand their skills. Ideally, each employee can take the lead to develop their own plan with the supervisor providing input. The annual review process is also a good opportunity to review each person’s job description and make periodic adjustments.

The best leaders embrace a learning environment culture and use the annual performance review and personal development plan process to strengthen both business outcomes and individual staff capacity.

For further thought:  How are you doing as a supervisor when it comes to performance reviews?  Could they be more thoughtful and comprehensive?  List three things you could do to strengthen the annual performance review process.

As a leader, you have an extraordinary opportunity to make a difference in people’s lives. Don’t underestimate your impact!