Top Ten Tips for... Delivering Meaningful Performance Reviews
Performance reviews are more than a tick-box exercise, they’re a chance to boost motivation, and shape future performance. Done well, they can spark meaningful conversations that help individuals align their goals with organisational priorities, while showing them that they are valued.
Whether you’re reviewing long-term employees or new team members, this article will help you turn your performance reviews into high impact development opportunities.
1. Prepare Thoroughly
Review your employee's recent goals, accomplishments, and any 360 feedback. Look back at previous reviews and development plans. Preparing shows that you take their growth seriously, and allows for a more valuable conversation to take place.
2. Create a Safe Space
The environment is important. Choose a quiet space without distractions, and set a positive tone from the start. When people feel psychologically safe, they are more likely to be honest and open, which leads to better outcomes.
3. Balance Praise and Development
Start by celebrating what's gone well! Recognising success boosts confidence and trust. Then, shift into development areas with opportunities to build on their strengths. People are more open to feedback when they feel their contributions are seen and appreciated.
Related: Managing Performance Positively and Effectively
4. Be Clear and Specific
Describe what happened, why it mattered, and how it can improve. Offer specific examples and be clear about what good looks like. Clarity builds confidence and cuts down on guesswork.
5. Encourage Two-Way Dialogue
Invite the employee to share their views such as what they're proud of, what's been challenging, and where they want to grow. Ask open-ended questions like "what do you want to do more of this year?" or "what's something you'd like support with?".
6. Link to Organisational Goals
Explain how their work contributes to wider team or business priorities. This boosts motivation and fosters a sense of purpose, especially in fast-paced or changing work environments.
7. Focus on Growth, Not Just Gaps
Development isn't just about fixing weaknesses. Help your team build on their strengths, explore new areas, or expand on existing skills. Look for potential, not just problems. People are more likely to take action when they feel empowered.
8. Avoid Surprises
Reviews shouldn't be the first time someone hears key feedback. If something needs addressing, it should already be a part of regular 1-1's or informal check-ins. Performance reviews are a chance to consolidate and plan.
9. Agree on Clear Next Steps
Every review should end with shared understanding. Work together to set clear, realistic goals, learning objectives, or development action. Be specific about timelines, the support that is available to them, and how progress will be measured.
10. Follow Up
A strong review sets the goals, but regular follow ups ensures those goals are brought to life. Plan check-ins to revisit goals, talk through progress, and show continued interest in employee's development. It reinforces accountability and keeps the momentum going.
Related: Staying on Track with your Goals
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