Conducting performance reviews

A step by step guide to conduct performance reviews, establish goals and then evaluate performance against those goals

What are performance reviews?

Performance reviews are evaluations of an individual’s work performance and achievements, typically conducted by their manager or supervisor. These evaluations typically include a review of the individual’s goals and objectives, as well as a discussion of their strengths and areas for improvement.

Performance reviews can be useful for several reasons. They can provide employees with feedback on their performance and help them understand how they are contributing to the organization’s goals. They can also provide managers with an opportunity to identify areas for improvement and provide support and guidance to help employees develop their skills and knowledge.

5 benefits to a performance review process

Performance reviews are an important part of the employee development process, as they provide a structured and regular opportunity for employees and managers to discuss work performance and identify areas for improvement. Here are for several reasons why you should be conducting performance reviews.

1. Performance reviews provide employees with feedback on their performance:

Performance reviews offer employees an opportunity to receive feedback on their work performance, which can help them understand how they are contributing to the organization’s goals and identify areas for improvement.

2. Performance reviews help identify areas for improvement:

Performance reviews provide managers with an opportunity to identify areas where employees may need support or guidance, and to develop plans to help employees improve their skills and knowledge.

3. Performance reviews help drive continuous improvement:

By tracking and measuring employee performance over time, performance reviews can help organizations identify trends and patterns, and implement changes and improvements to drive continuous improvement.

4. Performance reviews support employee development:

Performance reviews can provide employees with a clear understanding of their strengths and areas for improvement, which can help them plan their career development and set goals for future growth and advancement.

5. Performance reviews help foster a positive work culture:

By providing regular feedback and support, performance reviews can help create a positive work culture where employees feel valued and supported, which can improve morale and motivation.

ks and protect the interests of the organization.

5 common mistakes to avoid with performance reviews

Effective performance reviews require careful preparation, objectivity, actionable feedback, employee involvement, and follow-up. By avoiding common pitfalls, such as inadequate preparation, subjectivity, vague feedback, lack of employee involvement, and lack of follow-up, companies can help ensure that performance reviews are productive and effective.

1. Not preparing adequately:

It is important to carefully prepare for a performance review, by gathering relevant information and feedback, and setting clear goals and expectations. Without adequate preparation, the performance review may not be effective or productive.

2. Not being objective:

Performance reviews should be based on objective and measurable criteria, such as performance metrics and goals, rather than subjective opinions or biases. Avoiding subjectivity can help ensure that the performance review is fair and accurate.

3. Not providing actionable feedback:

Performance reviews should provide employees with specific, actionable feedback that can help them improve and develop their skills and abilities. Avoiding vague or general feedback can help ensure that the review is useful and meaningful.

4. Not involving the employee:

Performance reviews should be a two-way conversation, with the employee having an opportunity to provide their own feedback and insights. Avoiding employee involvement can make the review feel one-sided and unproductive.

5. Not following up:

Performance reviews should not be a one-time event, but rather part of an ongoing process of development and improvement. Avoiding follow-up and ongoing support can make the review feel disconnected and irrelevant.

A step-by-step guide to conducting performance reviews

Performance reviews should provide a structured and regular opportunity for employees and supervisors to discuss work performance and identify areas for improvement. By involving both the employee and the supervisor in the process, it can help ensure that goals are aligned with the organization’s objectives and the employee’s role and responsibilities.

Here is a step-by-step process for conducting performance reviews.

1. Schedule the performance review:

The employee and supervisor should agree on a date and time for the performance review, and allow enough time for a thorough and productive discussion.

2. Prepare for the performance review:

The employee and supervisor should review the employee’s performance plan or agreement and any relevant documents, such as performance metrics or feedback from other stakeholders.

3. Conduct the performance review:

The employee and supervisor should meet to discuss the employee’s performance against the agreed-upon goals and objectives. This should include a discussion of the employee’s strengths and areas for improvement, as well as any challenges or obstacles they have faced.

4. Provide feedback and support:

The supervisor should provide the employee with constructive feedback on their performance, and offer support and guidance to help them improve and develop their skills and knowledge.

5. Develop a plan for future development:

The employee and supervisor should work together to develop a plan for the employee’s future development and improvement, including specific goals and action items.

6. Follow up and track progress:

The employee and supervisor should follow up regularly to track the employee’s progress against the agreed-upon goals and action items, and provide support and guidance as needed.

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