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Performance reviews are a time-consuming process that doesn’t always have a lot of focus. However, they can be done better if they are conducted properly. They can help align the leader and the employee, and they can also help boost employee performance.


The goal of a performance review is to make it something of value for both the employee and the company. It should be conducted in a way that is consistent with the company’s core values. The review will assess the employee’s work over the past year and should also agree on actions that will help them improve.


Explore Successes and Growth Opportunities

Before the review begins, the leader and the employee must have a good understanding of the goals and the opportunities that are available to them. Doing so will allow them to prepare for the meeting. One of the most critical steps the leader should take is to analyze the employee’s performance. This will enable them to identify areas where they can improve and make changes. The leader should also provide the employee with notes and examples. This will show them you care about their growth and provide valuable feedback.


Don’t Dominate the Conversation

Once the session begins, the leader should guide discussion points but sit back and listen to the discussion. They should then ask the questions to get a deeper understanding of the performance of the individual. After agreeing on the assessment, it’s time to look forward to the next step. This will allow the leader to set new goals for the employee. You should then leave with a list of five to six S.M.A.R.T goals you want to achieve during the following year. You’ll be able to tell if you’ve been successful if the employee does most of the talking during the meeting. This is because it’s her meeting, and she’s talking about her work.


Don’t Neglect to Follow Up

Unfortunately, many managers don’t follow up after the meeting. They spend all their time preparing for the discussion and then don’t bring it up again. This is why many managers fail to deliver on their performance reviews. A few simple steps can help make it easier for you to follow up with the employee after the meeting. These will allow you to ensure that the actions you agreed to during the meeting are carried out.


Follow up with the employee after the meeting by sending a recap email. This will allow you to summarize the discussion results and the three to five goals. You can also ask the employee to review and confirm the results of the meeting.


Follow up with the employee every month to review progress on the goals. This will allow you to identify areas where you can improve and make changes. Ask the employee to share what’s working and holding her back. Doing so shows your dedication to the employee and highlights their importance.


Performance reviews allow you to align with your team and improve their performance. They can also help you become more effective as a leader. A well-designed review process will allow you to make more informed decisions and improve the efficiency of your organization.