Performance reviews are inevitable in an organization for various reasons. But, as important as it is to conduct performance reviews, it is necessary to do so in the right way. This article is your ultimate guide to performance review, covering everything you need to know about it.

A performance review is a process in which an individual’s job performance is evaluated against set criteria and goals. Typically, performance reviews are conducted by a supervisor or manager, and the process may involve a formal meeting between the supervisor and the employee to discuss their performance, strengths, weaknesses, and opportunities for improvement.

Performance reviews are of many types and can be done in different ways. Performance reviews that are not well-planned can have a damaging influence on your employees. Hence, it is imperative that HR leaders and managers have a thorough understanding of performance reviews and how to use them to boost employee performance.

What is a Performance Review?

A performance review is an evaluation process conducted by an employer to assess the job performance of an employee. During a performance review, an employee’s manager or supervisor will typically review the employee’s job duties, responsibilities, and accomplishments over a specific period of time, such as the past year. They may also review the employee’s goals and objectives from the previous review and assess the employee’s progress toward achieving them. 

Performance reviews often cover areas such as job knowledge, productivity, quality of work, communication skills, teamwork, attendance, and punctuality. The review may also take into account the employee’s adherence to company policies and procedures, their behavior and attitude, and their willingness to learn and grow.

Types of Performance Reviews 

Performance reviews are a common method used by organizations to evaluate and provide feedback to employees on their job performance. There are several types of performance reviews, including: 

1. Formal performance reviews: These are scheduled, structured reviews that occur at a set time interval, such as annually or bi-annually. They typically involve a meeting between the employee and their manager to discuss the employee’s performance over the review period and set goals for the future. 

2. Informal performance reviews: These are less structured and more frequent than formal reviews. They may occur on an ongoing basis throughout the year and involve feedback from managers and colleagues. Informal reviews are often used to provide real-time feedback and address performance issues as they arise. 

3. Self-evaluation: In this type of performance review, the employee is given the opportunity to evaluate their own performance over a set period. This can be helpful in identifying strengths and weaknesses, setting goals, and improving self-awareness. 

4. Peer evaluation: In peer evaluations, an employee’s performance is evaluated by their colleagues rather than their manager. This can be a useful way to gain feedback on teamwork, communication skills, and other interpersonal aspects of job performance. 

5. 360-degree feedback: This type of performance review involves feedback from multiple sources, including the employee, their manager, peers, and subordinates. This can provide a more comprehensive view of an employee’s performance and can be particularly useful for leadership development. 

6. Goal setting: Goal-setting reviews focus on setting specific, measurable, achievable, relevant, and time-bound (SMART) goals for the employee to work toward. This type of review can help align individual performance with organizational goals and improve motivation and accountability.

Importance of Performance Reviews 

Performance reviews are important for several reasons, including:

1. Employee development: Performance reviews provide an opportunity for managers to discuss an employee’s strengths and weaknesses, set goals and expectations, and provide feedback on how the employee can improve their performance. This can help employees grow and develop professionally and identify areas where they need to improve.
2. Goal alignment: Performance reviews help ensure that employees’ goals and objectives are aligned with those of the organization. This helps ensure that employees are working on tasks that are important for the organization and that they are contributing to the overall success of the organization.
3. Feedback: Performance reviews provide employees with valuable feedback on their performance, which can help them understand what they are doing well and where they need to improve. This feedback can help employees feel more engaged and motivated in their work, as they understand how their work contributes to the organization.
4. Recognition: Performance reviews provide an opportunity for managers to recognize employees for their achievements and hard work. This can help motivate employees and improve their job satisfaction. Performance management: Performance reviews are an important part of a performance management system, which helps organizations manage employee performance and ensure that employees are meeting expectations. Performance management helps organizations identify areas where they need to improve, and take corrective action if necessary.

In summary, performance reviews are important for employee development, goal alignment, feedback, recognition, and performance management. Regular performance reviews can help ensure that employees are engaged, motivated, and working towards achieving the organization’s goals.

How Should a Performance Review Look Like? 

A performance review is a process by which an employer evaluates an employee’s job performance over a given period. Here are some elements that a performance review should ideally include: 

1. Clear expectations: The employee should have clear goals and objectives for the performance review period. These should be set at the start of the period and agreed upon by both the employer and employee. Evaluation of performance: The review should assess how well the employee has met their goals and objectives, and how effectively they have carried out their duties.
2. Feedback: The review should provide feedback on both the employee’s strengths and areas for improvement. This feedback should be specific, constructive, and actionable.
3. Development opportunities: The review should identify opportunities for the employee to develop their skills and grow within the organization.
4. Goal-Setting: The review should involve setting new goals and objectives for the employee to work towards in the future.
5. Recognition and reward: The review should include recognition of the employee’s accomplishments and may include rewards such as pay increases, bonuses, or promotions.

It’s important that the performance review is conducted in a fair and objective manner, with open and honest communication between the employer and employee. By providing regular performance reviews, employers can help employees develop their skills, achieve their career goals, and contribute more effectively to the organization.

Questions and Phrases to be Used in a Performance Review 

Here are some examples of phrases that could be used in a performance review: 

1. Communication: “Demonstrates excellent communication skills, actively listens and clearly articulates ideas.”
2. Time Management: “Consistently meets deadlines, prioritizes tasks effectively, and manages time efficiently.”
3. Teamwork: “Works collaboratively with team members, actively contributes to group projects, and builds positive relationships.”
4. Problem-Solving: “Skilled in solving problems and consistently focuses on finding solutions to complex problems.”
5. Adaptability: “Flexible in changing situations and capable of changing priorities and approaches as and when required.”
6. Leadership: “Guides, motivates, and inspires team members to accomplish their goals.”
7. Attention to detail: “Pays attention to detail and produces standard work with fewer mistakes.”
8. Initiative: “Eager to accept challenges and find out opportunities for growth and development.”
9. Customer service: “Demonstrates exceptional customer service skills, builds positive relationships with clients and addresses their concerns effectively.”
10. Goal setting: “Capable of setting goals and achieving them, takes responsibility for personal and professional development.”

Questions and Phrases to be Avoided in a Performance Review 

When writing performance reviews, it’s important to avoid certain phrases that can be demotivating or perceived as unfair or biased. Here are some performance review phrases to avoid: 

1. “You always” or “You never”: These absolute phrases can be perceived as unfair and not reflective of reality. Instead, focus on specific instances or behaviours.
2. “You’re too emotional” or “You’re too sensitive”: These types of comments can be perceived as dismissive and invalidating. It’s better to provide specific examples and suggestions for improvement.
3. “You’re not a team player”: This comment can be demotivating and overly general. Instead, focus on specific instances where the employee could improve their teamwork or collaboration skills.
4. “You’re not meeting expectations”: This comment is too vague and doesn’t provide specific feedback. Instead, provide clear examples of where the employee is falling short and how they can improve.
5. “You’re not cut out for this job”: This type of comment is demotivating and may damage the employee’s confidence. Instead, focus on areas where the employee can improve and provide training or development opportunities.
6. “You’re not as good as [insert colleague’s name]”: Comparing employees to one another can be perceived as unfair and biased. Instead, focus on individual strengths and areas for improvement.
7. “That’s just the way we do things here”: This type of comment dismisses the employee’s ideas and can be perceived as inflexible. Instead, be open to new ideas and suggestions for improvement.

Overall, it’s important to provide specific and constructive feedback when writing performance reviews, and avoid comments that can be perceived as unfair, biased, or demotivating.

Final Word 

The purpose of a performance review is to provide feedback to employees about their job performance, to identify areas of strength and areas that need improvement, and to set goals and expectations for the future. Performance reviews may also be used as a basis for decisions about promotions, raises, or other job-related actions. 

The feedback provided during a performance review can help employees understand their strengths and weaknesses and identify areas where they need to improve. It can also provide an opportunity for the employee and manager to discuss career goals and development opportunities. Ultimately, the goal of a performance review is to help employees perform at their best and contribute to the success of the organization.

Relevant Articles:

1. Self Evaluation for Performance Review Process
2. 20 Most useful Performance Review Phrases for Managers?