Performance Review Faux Pas: Mistakes to Avoid for Both Managers and Employees

The annual performance review is around the corner. This is the time when there are a lot of speculations made among the workforce and a lot of eyes looking at the stressed faces going in and out of the boardroom. HR practitioners, in particular, have sleepless nights during this time of the year. They are the ones to address multiple questions, ensure symbiotic organizational dynamics, and try to keep the grapevine in the organization as low as possible.

Over the years as an HR practitioner, I have seen certain trends, and this post emphasizes the don’ts during this time of the year. This time is supposed to be managed delicately (both from the reviewer's and the reviewee's perspectives). Otherwise, before it is too late, we will see the best employees lose their focus right after their annual performance discussion. The impressions from that discussion stay with them and eventually start to show up in how they perform, their graph moves from being a high performer to mediocre and gets down to a non-performer.

Over the past few weeks, I have had a lot of my colleagues (old & new), and friends reach out to ask what to expect during this time and how it is done. So, I decided to make a small post about it and help the community at large benefit from it. By avoiding these common mistakes, we can ensure that our annual appraisal process is a positive and productive experience for everyone at the workplace. I have made a list of “don’ts” that will help you stay in the organization longer and function better during, and more importantly, after the performance discussions.

• As managers, we often look at what the numbers have to say, and we lose focus on the overall performance of the person. While metrics and data are important, they only tell part of the story. Try to avoid the trap of solely focusing on quantitative measures and neglecting softer aspects of the member's performance.
• A lot of managers end up surprising the employees during this time of the year. ?Appraisals should not be the case for first-time feedback for employees, where they hear about areas for improvement or concerns about their performance. Regular feedback and coaching throughout the year can prevent ugly surprises during the appraisal meeting.
• Avoid using harsh words to explain people’s performance, and do not compare employees against each other. Each employee is unique, with their strengths, challenges, and circumstances. Avoid comparing employees against each other, as this can create a competitive rather than collaborative environment.
• Appraisals are not just about assessing past performance; they're also about planning for the future. Don't miss the opportunity to discuss development goals and career aspirations with your team members.
• Take your time to prepare for each appraisal meeting and give employees your full attention. Rushing through the process can make employees feel undervalued and diminish the impact of feedback.

If you are a team member and about to be on the receiving side of the table, the below points are especially for you.

• This one reason by far has been the most common reason for heartbreaks right after the appraisal discussion, and it is one of the many reasons to see a drastic drop in people feeling less engaged in the workplace right after the appraisals are conducted. Please remember that appraisals are an opportunity for dialogue and mutual understanding. Don't assume you know what your reviewer will say or how they will rate your performance. You are not a mind reader, even if you are one, wait until he/she finishes what they have to say. Approach the meeting with an open mind.
• Receiving feedback can be challenging, especially if it's constructive criticism. Avoid becoming defensive or making excuses. Instead, approach feedback with an open mind and a willingness to learn and grow.
• While it's natural to focus on areas for improvement, don't overlook the positive feedback you receive. Acknowledge your achievements and accomplishments with gratitude.
• Take your time to reflect on your performance before the appraisal meeting. Be prepared to discuss your accomplishments, challenges, and goals with your reviewer.

• After the appraisal meeting, a lot of us end up working in silos. Please don’t do that, as it will disengage you from your job and keep you unnoticed at the workplace. Before you get complacent in that place, follow up with your reviewer to clarify any action items or next steps. Keep the lines of communication open as you work towards your development goals.

One of my professors once told me something incredible, and I carried that a long way with me. He said, “If you plan to switch jobs in search of a better workplace, you should remember that humans are the same everywhere, how we deal with the situation must differ”.?