What are the best ways to give performance reviews?

While the performance review has to be an ongoing affair, typically we see that companies hold the review yearly or at best quaterly. 1. At the beginning if the KRAs are set, it wil help to better quantify those and be prepared to discuss and also listen to the employee once you set the benchmark. 2. Post that have a few pointers on what can be done to better the performance Incase employee is falling short. 3. Be ready with answer to setting up additional training and giving extra attention to those who are drastically below the expectation mark. 4. If the employee is exceeding the benchmark sets and acing the KRA, recognise the good work, appreciate and keep the person motivated. Don't try to increase the standard or any negative remark.

? Gather the necessary information: before starting the review, gather all the relevant data about the employee's performance, including their goals, objectives, and key performance indicators (kpis). This will help you to provide a comprehensive and objective review. ? Define the review's purpose: clarify the purpose of the review with the employee. Is it to discuss their overall performance, their progress towards their goals, or their development needs? this will help you to structure the review and ensure that you cover all the necessary topics.

Well a predefined meets and time will always help benefit this. A set process needs to be in place. However during the week of this meeting ensure that the timing is correct and that employee is in frame of mind to have open discussion. Avoid open spaces or general spaces to have such kind of discussions as typically one needs to get feedback and be open enough to have good discussions which maybe positive or negative. Also, try to keep the discussion in a professional setting i.e. conference room, meeting room, cabin etc. If the review is done in time, it will help the employee to reflect & incorporate the suggestions so as to improve and better the annual performance.

I completely agree that starting with the positive is a crucial step in giving a good performance review. Here's why: 1. Boosts morale: starting with the positive helps to boost the employee's morale and confidence. It shows that you recognize their hard work and achievements, which can help to motivate them to continue performing well. 2. Sets a positive tone: starting with the positive sets a positive tone for the review, which can help to create a more productive and constructive discussion. It helps to establish a positive relationship between you and the employee, which can make it easier to address any areas for improvement.

This is an important step as unaddressed challenges rarely disappear per si. The sandwich technique might not be suitable as sometimes, depending on the culture and person, might not be perceived as they need to improve their performance. Being honest, and genuinely trying to help the employee is a must. After using the Skill Will Matrix, I use 3 rules to address the negative according to the result: a) Ask the employee how they can improve, b) if they don't improve, create a plan together to address the performance, and c) in case this is not enough, then draft a plan to be followed. In the end, it is important to understand what should be done, if move the employee to another department, provide further training, or an exit plan.

Most of them treat performance reviews as a year end process, when it's not. Meeting regularly with the employee, giving feedback on a regular basis will help them more and make it more relevant as you can point to the exact context which will provide solid opportunity for improvement rather than accumulating everything for the year end.

Include a variety of colleagues in a performance review: people below, the same level and above. Receive feedback from all levels to get the full picture of areas one strives and areas to improve. The person delivering the review should be familiar with the big picture and provide a summary of it.