How to Give a Great Performance Review (with examples)

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Ah, performance review time. A source of stress and dread for both the employee and employer.

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For the employee, it’s a source of stress because of fear. Fear that you haven’t performed your job well enough, that you aren’t likeable, that the pros might outweigh the cons and you could lose your job. For the employer, it’s stressful to deliver a review; how best to cushion the criticisms in praise? How to approach changes that need to be made without being overly critical or condescending? You want your employee to leave your office with renewed motivation, not feeling dejected and disrespected.

The good news is that there are easy ways to deliver an effective and productive performance review that leaves your employees feeling inspired, rather than lackluster. The key to a good performance review is to focus on the positives, don’t be afraid to deliver praise generously, and to always end on a high note.

Below are some great performance review examples to acquaint yourself with so you can deliver a great critique at your next scheduled performance review.

Create an Open Environment

The first step to a successful performance review (and in a larger sense, a productive and trusting workplace) is to conduct it in an environment that is open, where employees feel comfortable, able to be themselves, and trusting of you as their supervisor. A performance review will be a much more positive experience if employees come in feeling confident in their abilities and that you, as their employer, value them and hold them in high esteem. If they come in feeling unsure and insecure right off the bat, everything you say will come off in a negative light. Making sure that your employees know how much they are valued, even while showing room for improvement, can make all the difference in the world.

Don’t Make it a Rarity

Many employers make the mistake of only having performance reviews when there’s something “bad” to report. The moment a review is scheduled, the employee knows that something is amiss and the stress begins. A much better idea is to hold semi-regular performance reviews, regardless of incidents or infractions. Not only will it help establish a routine, so performance reviews aren’t so stressful, but it will help you keep better track of what’s going on in the office – not just the negative stuff, but the good, every day stuff that you want to continue. It’s a great way to keep your finger on the pulse of how your business is operating.

Face to Face

Sure, it’s easier than ever these days to just Skype in for a performance review or hold a small meeting through Facetime. But don’t your employees deserve actual face time? If you’re going to deliver a review, especially if there are negative points to consider, shouldn’t you deliver it in person? Studies show that face to face performance reviews tend to go much smoother. You’re showing your employees that you cared enough to sit down and meet them eye to eye to talk about their performance, and that counts for a lot.

Be Open and Honest – About Yourself, Too

Yes, your job is to be the boss and to help employees understand how best to do their jobs (always praising a great performance). But you’re a human, too, and there’s always room for improvement. Is there something you can be doing better? A way in which you can help your employees reach their goals? Say so! Admitting that you, too, can improve to your employees is another great morale-boosting tip. If you admit your flaws and shortcomings, your employees will see you as a peer, someone they can trust and talk to, rather than a higher-up who holds their fate in your hands. Opening yourself up like this will ensure a trust-filled environment with mutual respect and motivation.

These are just a few of many, many great tips on how to hold a great performance review. There are so many others – simple little tricks like picking the right time of day, a comfortable environment, even offering your employee a cup of coffee while you chat – they can all make a huge difference.

Delivering an effective performance review doesn’t have to be a huge source of stress – not for you or your employees. With just a few simple little tips and tricks, you’ll be running an efficient workplace with happy, well-informed employees who are willing to go the distance for you.