Performance Performance Reviews Reviews

Performance reviews can be a stressful and anxiety-provoking experience. When engaged well, performance conversations can be imperative to an employee’s engagement and retention But they can also be a nerve-wracking process for both employees and managers alike.

Performance reviews are a collaborative, personalised conversation that occurs usually between a manager and employee about achievement, development, and growth The process is – ideally – a way for organisations to support their employees by providing structure, goals, and a shared

As an employee, it’s important to prepare and have some things in place before, during, and after the conversation to ensure you get the best out of your performance review

Firstly, remember that performance reviews exist to support you in your role Think about longer-term goals in terms of your role, but also your career This can assist with setting goals for your professional development.

As a part of your preparation, reflect on the things you have done well, things you have achieved, and any areas you feel you could improve or further develop in. Ensure you bring some examples of your achievements as well as any positive feedback you have received from colleagues, clients, or stakeholders (it might help to write these examples down as reminders during your review).

Performance reviews are a great time to discuss with your manager any strategies or development opportunities to assist you

Try to learn what to expect during the conversation For example, is there anything you need to fill out beforehand like a written evaluation? This can help you understand what questions will be asked. You might also ask another colleague that has been through the process before

Further, think about your organisation’s goals and vision for the next year and in the future and how this aligns with your goals Having a better understanding of them will lead to a more effective conversation on how you can continue to contribute to your team.

Lastly, remember that performance reviews are a two-way conversation between yourself and your manager Think about what projects or tasks you would like to be involved with as well as how you can support your leader in their goals and objectives

Leaders too must prepare for performance reviews Refining how you plan and conduct these conversations can lead to more effective outcomes around these challenging but essential meetings.

First off, employees must have clear standards by which their performance will be evaluated. Being clear about expectations around performance and how these align with the wider strategy and vision of the organisation is beneficial in numerous ways Employees can focus on what is important for them to work towards as well as it assists them in preparing for their performance review

Ensure you book plenty of time to have a thorough review, providing for a two-way conversation to occur around important aspects of performance Allow time for the employee to respond to your feedback, as well as for you to convey you are really listening Reflecting back to an employee what you heard them saying and asking follow-up questions can assist with developing further understanding and allow for a more effective conversation to occur.

If there are things you feel an employee needs to improve or work on, think about what may assist the employee to make those improvements before the review begins.

For example, is further training or coaching going to be helpful? Are there other processes that could be implemented?

Any feedback that you provide should be specific around the employee’s behaviour and within the control of the employee Ensure you prepare examples and that the impact of their behaviour on outcomes is also clear.

Remember, there should not be any surprises on the day of a performance review Feedback to employees should occur regularly throughout the year, both positive and also those things that may require improvement or further development

Lastly, performance reviews should end with some agreed next steps and follow-up regarding the comments and feedback provided These steps should be ongoing throughout the year, and may require the implementation of things such as regular catch ups or informal check ins to assist.

Effective performance conversations are integral to the success of an organisation and need to be part of an organisation’s wider strategic development around performance management While these conversations may feel stressful and nerve-wracking, utilising some of the above points and putting in the time to prepare can ensure employees and leaders get the most out of the performance review process