How do you balance performance appraisal conversations with your team?

1 Tip 1: Plan ahead

Don't wait until the last minute to review your team's performance. Start collecting data and evidence throughout the year, such as feedback from customers, peers, and managers, project outcomes, and self-assessments. Use a clear and consistent framework to evaluate your team's strengths, areas of improvement, and alignment with organizational goals and values. Identify the key messages and actions you want to communicate and agree on with each team member.

2 Tip 2: Create a positive atmosphere

Performance appraisal conversations should be respectful, constructive, and supportive. Choose a suitable time and place to have a private and uninterrupted discussion. Start by acknowledging and appreciating your team member's contributions and achievements. Use a balanced and objective tone to deliver feedback, focusing on behaviors and results rather than personal traits or opinions. Avoid surprises, criticism, or blame, and instead emphasize opportunities for learning and growth.

3 Tip 3: Listen and engage

Performance appraisal conversations should be a two-way dialogue, not a one-way lecture. Encourage your team member to share their perspective, feelings, and aspirations. Listen actively and empathetically, and ask open-ended questions to clarify and explore their views. Validate their concerns and emotions, and address any disagreements or misunderstandings with respect and curiosity. Show that you value their input and involvement, and that you are committed to their success.

4 Tip 4: Set SMART goals

Performance appraisal conversations should result in clear and realistic goals for the future. Use the SMART framework to define specific, measurable, achievable, relevant, and time-bound objectives for each team member. Explain how these goals align with the organization's vision and strategy, and how they will benefit both the individual and the team. Discuss the resources, support, and guidance they will need to achieve these goals, and how you will monitor and evaluate their progress.

5 Tip 5: Follow up and follow through

Performance appraisal conversations should not be a one-off event, but a continuous process. After each conversation, summarize the main points and actions in writing, and share them with your team member. Ask for their feedback on the conversation, and how you can improve your communication and relationship. Schedule regular check-ins to review their performance, celebrate their achievements, and address any challenges or issues. Keep your promises and hold yourself and your team accountable for the agreed goals.

6 Tip 6: Seek feedback and improve

Performance appraisal conversations are also an opportunity for you to improve your own skills and performance as a people manager. Seek feedback from your team, peers, and managers on how you conduct these conversations, and what you can do better. Reflect on your strengths and areas of improvement, and identify the actions you need to take to enhance your effectiveness. Learn from your experiences and best practices, and adapt your approach as needed.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?