7 Tips for Writing An Effective Performance Review

Introduction

Your employees are your most important asset, so you must take the time to listen to them and learn what they have to say. But what do you think about performance reviews? Do you give each employee a one-on-one meeting where you ask them questions like "What changes have you made in the last six months?" or "What can I do better?" Well, while those approaches may work for some people, they don't work for others.

7 Tips for Writing an Effective Performance Review 

Here are some tips to write excellent performance review

Focus On Behaviour, Not Personality.

The most important thing to keep in mind when writing a performance review is that the focus should be on behaviour, not personality. This can be challenging because it’s easy to make assumptions about your employee’s personalities and motivations.

For example, if you want someone to quit their job and move on with their life, you might assume they are lazy or unmotivated, but this isn't necessarily true. They may just not be happy with their current situation (and maybe even feel stuck). If this were the case for one of our managers we worked with at [company name], he had been working on projects throughout his career which never seemed complete until he started getting frustrated with how long they took him and his teammates.

We learned from observing him that he was  at what he did but had trouble communicating his ideas effectively due to lack of experience communicating in written form as well as verbal communication being difficult due to some cognitive deficits along those lines.

Make The Review A Conversation.

The first thing you should do is be open to feedback and prepared to answer questions. This will help reduce any potential embarrassment or awkwardness in a situation where someone has been doing their job well. If they have suggestions for improvement, use that as an opportunity to brainstorm together about how those areas could be improved so that everyone can benefit from the changes.

Take time during the conversation to listen and ask questions. This will not only show that you value their input, but it will also help you identify areas for improvement or growth in your company. You should use this opportunity to give praise where it's due and acknowledge any shortcomings without being overly critical or negative.

Give Employees a Chance To Speak First.

• Give the employee a chance to respond. If you are reviewing a performance review, be sure to give your employees time to respond before you begin discussing their strengths and weaknesses. This allows them to ask questions or comment on any issues they have with their work performance and can help prevent any misunderstandings that might occur if they were left out of the conversation completely.

• Allow employees time for reflection after reading the review. Your employees must understand what was discussed in this meeting so they can prepare themselves mentally for future conversations about their progress or challenges with getting along with coworkers, which may include making sure everyone knows how well everyone else works together as well as what each individual does best at his/her job duties (i.e., do some research).

Be Specific.

You must be clear about what behaviours the employee did well and poorly, as well as how they can improve. If there is a specific area where you feel the employee needs to improve, make sure that is included in your performance review letter.

For example:

• “She is always on time and shows a strong devotion to her work. However, I have noticed that she tends to take short breaks when working with clients; this makes it difficult for her to keep up with our deadlines or meet our standard of service.

• "Although he was employed because of his professional knowledge, he hasn't been able to put it to use because of some personal concerns."

Be Honest And Direct, But Constructive.

Being honest and direct is the first step to an effective performance review. When you’re clear about your expectations, it will be easier for your employee to understand what they need to do differently or better next time around.

Be constructive: The worst thing an employee can hear from their manager is a list of things that could have been done better. Instead, focus on areas where you think there are opportunities for improvement in the future, or at least where you see room for improvement now.

Be specific: Don't just say "I think" or "I feel." You want your comments to be clear enough so that anyone reading them knows exactly what they mean; otherwise, nobody will know whether something was right or wrong! How did this happen? Why didn't we catch this before now? What could we have done differently instead?"

Be respectful: Don't attack anyone personally; instead, speak directly about their strengths and weaknesses as professional workers who need guidance to succeed professionally (and personally).

Set Clear Goals For The Future.

The first step to writing an effective performance review is setting clear goals for the future.

• Set goals that are achievable and measurable. These can be one-time or long-term, but they should be realistic and based on your current knowledge and skills. For example, you might set a goal of improving your leadership skills by attending a training seminar or mentoring others in the office (both of which could potentially lead to promotions).

• Be time-bound: if possible, set deadlines for yourself so that there's no room for backsliding into old habits or laziness! Don't feel restricted by traditional time limits; instead, think about how much time it would take for someone else who isn't as experienced at something as you are—and then double it! If all else fails (which sometimes happens), try talking with someone else who has already gone through similar situations before deciding whether "tomorrow" is too far away from now."

Discuss The Review In Person.

The best way to give an effective performance review is to discuss it in person. This will allow you to see the employee's reaction, gauge their reaction and make sure that they understand what you are saying. If an employee is not taking in what you are saying, then consider giving them a written version of your feedback so that they can read over it later on if needed.

Another reason why discussing the review in person is so effective is because it allows you to ask questions and check whether they are taking in what you are saying. If the employee doesn't understand what you are saying or isn't taking it on board, then this will allow them time to absorb the feedback without any pressure of having to respond immediately.

Making Reviews And Constructive Conversations Can Benefit Both Employees And Employers

You may have heard the phrase “constructive criticism is good feedback” or “constructive feedback is better than destructive criticism.” But do you know how to use these terms in a performance review?

Constructive criticism is not always bad. It can help employees improve their skills and strengths as they move through their careers, which means that constructive feedback can help employers as well (if they want their employees to succeed).

In contrast, destructive criticism often comes from people who are unhappy with your work or performance—and it's usually not helpful for either party involved. Instead of voicing your concerns about something you think could be improved upon, try asking questions instead: How can I improve? What else could I do differently?

Conclusion

In a performance review, the goal is to lay out what needs to change and how those changes will help your business. If you’re not clear on what makes an effective review, or what one should look like in your organization, we hope our tips have helped you out.