How do you use performance reviews to set future expectations?

1 Why set future expectations?

Setting future expectations is a key part of performance management and feedback, as it helps to clarify and communicate standards, identify any gaps, challenges, or opportunities for improvement or development, align individual and team goals with the organization's vision, mission, and values, motivate and inspire employees to perform at their best, and recognize and reward accomplishments and contributions. These activities are essential for ensuring success in the workplace.

2 How to prepare for setting future expectations?

Prior to conducting a performance review with your employee, it is essential to prepare yourself and your employee for setting future expectations. This includes reviewing the employee's previous performance review, goals, feedback, and achievements, gathering data and evidence to support your evaluation and feedback, setting SMART goals for the next review period based on the employee's current performance level, aspirations, and needs, asking your employee to self-assess their performance and prepare their own goals and feedback, and scheduling a suitable time and place for the performance review while informing your employee of the purpose, agenda, and expectations.

3 How to conduct the performance review?

During the performance review, you should start with a positive and appreciative tone, acknowledging your employee's strengths, achievements, and contributions. Ask open-ended questions and actively listen to their perspective, opinions, and feedback on their performance, goals, and challenges. Provide constructive and specific feedback using data, evidence, and examples to illustrate your points. Discuss and agree on the SMART goals for the next review period that align with the team's and organization's objectives. Make sure they understand and accept the goals, ensuring they are realistic, challenging, and motivating. Identify the actions, resources, and support needed to achieve their goals as well as how you will monitor and measure their progress and performance. Finally, end with a positive and supportive note thanking them for their participation, commitment, and cooperation.

4 How to follow up after the performance review?

After the performance review, you should follow up with your employee to ensure that the future expectations are met and maintained. This includes documenting the performance review, goals, feedback, and action plan, and sharing them with your employee and relevant stakeholders. Providing regular and ongoing feedback, recognition, and coaching to your employee is also important, based on their performance, achievements, and challenges. Additionally, you should review and adjust the goals and action plan as needed due to changing circumstances, priorities, or opportunities. Finally, celebrating and rewarding your employee's successes and improvements is essential to encouraging them to continue learning and growing.

5 How to improve your supervisory skills for setting future expectations?

Setting future expectations is a skill that you can improve and refine with practice and feedback. To enhance your supervisory skills for setting future expectations, you should seek feedback from employees, peers, and managers on your performance review and feedback skills. Learning from best practices, examples, and resources on performance management and feedback, as well as seeking opportunities to practice and develop your skills through mentoring, coaching, or training programs can also be beneficial. Additionally, reflecting on your own performance, goals, and challenges while setting future expectations for yourself and your own development is key.

6 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?