Learn how to give an effective performance review and you have a great tool to motivate and develop team members alongside giving them realistic feedback about their performance.

With the right preparation, you won’t feel nervous conducting a performance review. I share 12 vital tips for how to run a performance review meeting really well so your team member get loads out of it.

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Additional Resources and Videos you will find useful:

7 Ways to Use 1:1 Meetings to Develop Employees & Improve Performance [ Ссылка ]


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Video Time Stamps

00:00 Intro
02:33 The preparation needed for great performance reviews
06:51 Conducting the performance review – 6 agenda items to discuss
12:11 How to follow up after the performance review – 3 key actions to take
13:37 Summary


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The employee appraisal process starts when you set goals and objectives for your team members at the start of the year. How can you run an performance evaluation if you or the employee is not clear about what is good, okay and poor.

The performance appraisal should be a summary of all the feedback conversations that you have already had. There should be no surprises coming out in the employee appraisal.

3 additional preparation steps for the appraisal meeting that I think you should do well in advance are:
1. Book out plenty of time to think through what you want to bring up in the performance review
2. Write down all the achievements, wins, successes plus add in the misses and what to improve on, so you have a balanced employee evaluation
3. Ask peers, bosses, and team stakeholders for their feedback before the employee review

Taking these steps gives you a lot to talk about and share with the team member. Make sure most of what talk about is focus on how they can improve what they are doing, regardless of the current performance level.

How to conduct a performance review meeting starts with working out your agenda for the annual performance review meeting. I suggest using:
1. Intros and communicating the Agenda
2. Ask the employee to talk through their performance
3. Give your specific feedback on performance and invite discussion
4. Talk through the employee’s career plans
5. Discuss the employee development plan and the opportunities
6. Jointly agreed the goals and actions for manager and employee

During performance reviews, go through each of these agenda items. In the video I talk through each agenda item in more detail.

A key part of performance review tips for managers is to make sure that you follow up after the performance review has been finished. There is so much you can do to help your team member get better quicker.

For example, I suggest you book in weekly one-on-one meeting every week or every other week to teach, mentor and coach your direct reports. You have so much knowledge and experience to pass on plus you will learn loads in these meetings. The more you know about what is going on in the team, the better job you will do, and the quicker team performance will improve.

If you have any questions on “How To Give An Effective Performance Review – 12 Vital Tips To Action”, please leave them in the comments below and I will get back to you.

Jess Coles
Enhance.training

----- Example of Specific Feedback

Rather than saying “you have done a great job - well done”

say

“I have been really impressed at your attention to detail as evidenced by the quality of your work. I and many others I have spoken to continue to be delighted with the skill you have displayed when managing difficult customers and how you leave them feeling listened to and taken seriously. You have been just as good at supporting your team members, taking the time to help them resolve problems. You have done a great job”

Be as specific in your feedback as you can during performance reviews.

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