Giving performance reviews

Every once in a while, we all need a reality check about our professional progress. With employees, this can often be a tricky territory to chart, especially when performance reviews aren’t a pat on the back. At the same time, performance reviews help employees and employers stay on the same page and set the right expectations. Perhaps the only time things get tricky is when you don’t know how an employee might react to feedback. To give constructive performance reviews that help your employees grow and do better at work, keep the following in mind.

Regular contact

No one wants unpleasantness at work. To keep hostility at bay, talk your employees. Ensure that you are on good talking terms with your employees, make constant observations of your team’s work, and point out the mistakes or appreciate them when needed. Because feedback is very helpful for both parties to measure performance, and regular communication should be a given. When you take into account co-worker reviews, you might realise that you are not all that right about the employee’s performance. Moreover, performance reviews should be scheduled twice a year or quarterly and should be interactive.


More often than not, the truth is not what we like hearing. But central to an organisation’s success is honesty among colleagues. Address crucial issues during the review and leave out the rest. At the same time, empathy is key to knowing just how much needs to be said. You don’t have to be brutally honest to the point of being mean. Spend as much time on positive as on negative feedback. Be as honest about their good work and achievements as their flaws. However, if you feel like an employee is not giving their best to the job, it is better to address the issue straight away than to beat around the bush.

Be fact-oriented

Don’t be abstract or emotional during performance reviews. Your facts must be relevant and any review that is not data-driven is not impactful enough. You might be honest about the performance of the employee, but you need to also make sure that your message reaches them. In this case, take special care of what you say, and how you say it. A detailed, factual review, which is informal and conversational at the same time is what you need to deliver. Mix praises with criticism and always end on a positive note. Look for measurable solutions and suggest to your employee how you think they can improve themselves and help them improve.

The employer is not the only one who should benefit from the review. Remember, the employee’s review about you is just as important for a democratic and effective working of an organisation. Each person has a different way of reacting to reviews. Before the big day arrives, be sure to know what kind of words they would like to hear in order to bring a change. Blunt opinions don’t work for everyone, but too much encouragement or mad belief in a person’s ability doesn’t either. To give the perfect performance review, strike the perfect balance between the two. If you’re having trouble identifying the right talent, contact recruitment agencies for HR consulting and advice.

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