7 tips to make performance reviews more impactful

By Jacki Averkamp

A recent survey of more than 1,000 employees worldwide showed the most effective performance management offers strong, consistent logic that employees understand. It might sound simple, but not every organization hits the mark. And when 93% of employers say driving organizational performance is a top goal of performance management, improving those strategies can bring company-wide benefits.

Employee reviews are a key piece of performance management. Looking for performance review examples? Use these helpful tips to improve the review process and, in turn, help employees and your organization be their best.

Let employees start the conversation

Kick off the performance evaluation by allowing the employee to speak first. Use an open-ended question, such as “How are things going?” or “How are you feeling about the past year?” to get the ball rolling. This gives them the chance for self-reflection, can help settle nerves and might give insights into the conversation ahead. The team member may also have a different perception of their performance or other company matters.

Include peer feedback

Research shows the most meaningful and memorable recognition for employees comes from their manager (28%) or a top organizational leader (24%). But a manager has just one perspective to offer in a performance appraisal. Ask the employee’s coworkers and collaborators for input to get a more well-rounded picture.

Stay behavior-focused

Provide feedback on specific actions instead of making broader statements about personality traits or habits. Sometimes it can just be a matter of thoughtful word choice and phrasing. This type of communication can prevent employees from taking feedback personally and can help them clearly understand how to improve their performance. When an employee completes their first annual review, give a branded padfolio or lunch bag set to celebrate their accomplishments.

Provide regular feedback

Performance reviews should offer opportunities for growth, not be sources of stress. Whether in quarterly check-ins or just casually throughout regular workflow, employees will get acclimated to feedback if they receive it regularly. Consistent feedback throughout the year also prevents any surprises during an annual review. Give fact-based feedback with clear, actionable advice to make the formal review feel more like another stop along their journey.

Approach as a coach

As the name suggests, a performance review should examine past performance, but the future should also be a focus. Use a coaching approach to explain growth and development pathways. Also let employees know how they fit into the organization’s larger goals to show their value and improve engagement.

Celebrate when that future-focused mindset bears fruit. Give appreciation gifts, like vests or full-zip hoodies, to employees who complete their five-year, 10-year or other milestone evaluation. Include a special imprint celebrating their years of service.

Focus on strengths and improvements

Some organizations use a “strengths finder” program—CliftonStrengths^® is a popular example—to better understand employees. Use these insights, along with strengths observed by others, to improve evaluations. They can also inform performance improvement plans. Consider the “top three, bottom three” process, where review discussions are structured around three employee strengths and three areas that need improvement.

Be open to two-way feedback

Give employees an opportunity to provide their own feedback for managers, leaders and the organization. This may happen naturally during discussions of how to improve processes or workflow. When driving organizational performance is a top goal of performance management, these transparent conversations can help with the big picture.

When an employee offers a valuable piece of feedback, show appreciation. A toiletry bag or luggage identifier, along with a handwritten thank-you card, is a nice show of gratitude.

A springboard for growth

An employee review process with strong, consistent logic that employees understand is a win-win for them and the organization. By putting these tips into action, your workplace can be more impactful in its evaluations and reap big-picture benefits.

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