Performance Reviews: True or False


By SkyeTeam on December 17, 2013

Posted by SkyeTeam | December 17, 2013Performance Reviews: True or FalseWhen you think of performance reviews, what comes to mind? Here’s a quick quiz to see where you stand:1.The performance review is best time to share new information with employees.TrueFalse2.When conducting a performance review for someone who is doing well, it is best to be encouraging and say things like, “You’re doing a great job!  Keep up the good work!” so that they will continue to perform at a high level.TrueFalse3.When conducting a performance review for someone who is not doing well, it is best to do it in a group setting so others can provide examples and observations.TrueFalse4.Only the manager needs to prepare for the performance review.  The employee just needs to show up, ready to listen and take notes.TrueFalse5.After the performance review, the manager and employee can breathe a sigh of relief that it’s over and both can go back to work. True FalseSeriously?  It’s all false, but it all happens all too often.  Let’s review.No new information should be shared with employees.  It’s a review, not a reveal.  The performance review should be a recap of conversations already held throughout the evaluation period.High performers need specific feedback too.  Telling someone he or she is doing a great job isn’t really all that helpful.  Providing specific examples and impact of their actions will help guide high performers to continue doing well and to make improvements.  Everyone can improve – think of Olympic athletes who get coaching to shave milliseconds off their best time.Performance discussions should always be held in private.  If input is gathered from others, it should be presented anonymously – no one should be thrown under the bus – and used as a coaching tool.  And remember #1:  no surprises.Manager and employee should both arrive at the performance review ready for a conversation.  Both should have notes and from prior discussions, and both should have ideas for future growth and improvement.Wrong!  After the conversation, both should confirm action items and the employee should create a plan based on the conversation.  This is the beginning of the new series of discussions.  And so the cycle goes.Related ArticlesTags »coachingFeedback Share
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