10 Tips for Executives to Conduct Impactful Reviews
Ralph "Raef" Baard
You’ve decided to embark on a psychedelic journey, but you want to do it right. I will guide you through preparation and integration so you can step into the experience with confidence and understanding.
It’s that time of year again! Many corporations conduct annual reviews in December. It’s the time of year that many dread. However, in survey after survey employees site feedback as one area they most desire even if the review itself is something they feel nervous about.
?Great reviews are less about checking boxes and more about fostering growth. Whether you’re a seasoned executive or new to the role, these ten tips will help you turn reviews into transformative conversations:
Tip 1: Start With Preparation
If you didn’t track employee achievements throughout the year, don’t worry—it’s never too late to start fresh. For the upcoming year, consider adopting a simple but powerful habit: keep a notebook, journal, online document, or calendar reminder specifically for tracking employee accomplishments.
?Every time an employee reaches a milestone, solves a tough problem, or receives positive feedback, jot it down. This practice ensures you have concrete examples to draw from when writing reviews, whether they’re quarterly, semi-annual, or annual.
?Why it works: You’ll avoid scrambling to remember highlights, provide balanced and accurate feedback, and show employees you value their contributions year-round. Start small and watch how this practice transforms your review process!
Tip 2: Measurable Outcomes Make All the Difference
?This is a great time to set goals for the next review period. Consider having the team member set at least one goal for themselves, or perhaps setting their own goals. In my experience employees tend to set aggressive stretch goals when left to their own devices.
?Pro Tip: Ensure that both you and the team member are in full agreement on how outcomes will be measured. Making sure that you reference specific reports and calculations is important so that there is no misunderstanding at the end of the review period.
Tip 3: Focus on Objectives, Not Personalities
?Keep the discussion tied to clear, measurable goals rather than subjective opinions. This ensures the review feels fair and actionable. (Another reason to ensure that you are in alignment on how the goal will be measured.)
?Bad:?“You’re not very collaborative.”
Good:?“On [specific project], let’s explore ways to align more closely with the team’s inputs.”
Tip 4: Balance Feedback with Feedforward
While feedback reflects on the past, feedforward focuses on the future. Help employees understand how they can grow by identifying opportunities to refine their skills.
Example:?“Moving forward, let’s work on streamlining communication to ensure we hit deadlines consistently.”
Tip 5: Listen More Than You Speak
?A review should be a two-way conversation. Ask open-ended questions like:
Open ended questions like these allow for a better understanding of how employees see their own performance. In addition, listening actively builds trust and uncovers actionable insights.
Tip 6: Be Specific and Actionable
Vague feedback leaves employees unsure of how to improve. Be clear and concrete about what success looks like.
Bad:?“Your presentations need work.” Good:?“To improve presentations, focus on storytelling and limit slides to 5 key points.”
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Tip 7: Tie Performance to Bigger Goals
?Help employees see how their work impacts the organization’s broader mission. This inspires engagement and alignment.
?Example:?“Your innovation on [specific project] played a key role in advancing our goal to [organizational objective].”
Tip 8: Address Development Opportunities with Empathy
Difficult feedback is easier to digest when delivered with empathy. Acknowledge their effort, express confidence in their ability to improve, and offer support.
?Example:?“I see how much effort you’ve put into [task]. Let’s work together to refine this area and build your confidence in [specific skill].”
Tip 9: Create a Development Plan
Reviews shouldn’t end with “good talk.” Work together to set clear next steps, with timelines and resources to support their development.
?Framework:
Tip 10: Follow Up Consistently
Don’t let the review be a once-a-year event. Follow up regularly to check progress and adjust goals as needed. This shows that their growth remains a priority beyond the meeting.
Final Word
Conducting great reviews isn’t just about delivering feedback—it’s about building relationships, motivating your team, and creating a culture of continuous improvement. By preparing thoughtfully, fostering open communication, and focusing on actionable outcomes, you can transform reviews into a powerful tool for success.
?Remember, a well-conducted review is like planting seeds. With attention and care, you’ll watch your team grow, thrive, and achieve remarkable results.
About Raef Baard
COACH. MENTOR. WORLD TRAVELER. MANIFESTOR. PSYCHEDELIC INTEGRATOR.
Raef Baard is your Executive Life Coach. He is here to GUIDE YOU through the unique challenges of Executive Life.
From Swap Meets to the C-SUITE
With over 40 years of experience, Raef has THRIVED at every level, from entry roles to COO. Raef has been in the trenches of startups and led public companies to success. If you are interested in learning more about Raef's Executive Coaching Services please visit
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