performance review

One of the most important parts of being an employer or manager is doing performance review. If you have recently stepped into the managerial position, it’s ok to feel a little pressure when judging people based on their performance. Where your MBA degree might have taught you a little about motivating and managing people under your supervision, it doesn’t prepare you for the hardest part of your job: performance review. Fortunately, there are some tips and tricks that you can incorporate into your managerial style, which will help you get better at reviews. 

Do Some Homework

The first thing you need to realize that that no two employees are similar and no one is perfect. Each employee has his own strengths and weaknesses. It is the trait of a good manager to figure out the qualities of his employees. With performance reviews, you can highlight those strengths and weaknesses so that a person grows professionally and is guided towards the path of success under your supervision. Make sure that you don’t do any favoritism or hold grudges against a particular employee. Always judge people on the base of their performance rather than your opinion. 

 

Use an Appropriate Tone

When writing a performance review, the tone of the content matters a lot. The tone you use shapes an employee for a better future. The goal of a performance review should not be to belittle an employee or to congratulate them on their good performance overly. The goal should always be to help them improve. You should keep certain aspects like his achievements, his punctuality, his communication skills, and his cooperation etc. in mind. Here are broadly’s list of performance review comments that you can use to write a performance review appropriately. 

 

Listen to Your Employees 

You must always give your employee a chance to talk so that they can tell you about their problems. Remember that a performance review is not only a nerve-wracking experience for you but also for your employees. When you tell your employees that they lack in a certain part of their job, you must always hear their side of the story. Even if you don’t agree with them, it is always better to make them feel that their problems are being heard of. When it comes to an office environment, communication is the master key. 

 

Don’t Go Overboard With Praises or Criticism

As discussed before, the goal of a performance review is not only to let your employees know how they are doing but to help them improve at what they are doing. You don’t want to shower your high-performing employees with praises as they often get cocky and burn out. Likewise, you should not belittle someone who has had a poor year with a lot of criticism. You should make them understand that if they take the criticism made against them positively, it will help them get better and their job and their next job performance review will be a lot better. Use reviews as a way to help your employees set goals and achieve them. 

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