The performance review conversation is an opportunity for an employee to ask How did I do? Performance reviews are two-way conversations with written documentation that focuses on employee performance. Performance evaluations focus on areas of excellence, goals for improvement, and development needs.
How do I do a performance review conversation?
1. Assess successes and opportunities. You can’t just walk into a performance review meeting and wing it. …
2. Analyze the outcome. …
3. Identify actions you want her to repeat. …
4. Identify actions you see as opportunities. …
5. Hold the conversation. This is your employee’s meeting. …
6. Ask and listen. …
7. Add your feedback. …
8. Align with new goals. Now that youve agreed on the assessment of her performance, its time to look forward. Its a chance to set new goals based on company objectives and her desired areas of growth.
9. Where should she focus her energies to achieve business objectives for the next year (or quarter)? Where does she want to grow and develop herself? You should leave with three to five S.M.A.R.T goals for the upcoming year (or quarter).
10. Youll know if youve been successful if your employee does most of the talking. Its her meeting, about her work, and her success is your success.
