Outline for Conducting an Effective Performance Review
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The document provides an outline for conducting an effective performance review with an employee. It recommends preparing in advance by scheduling time, notifying the employee, and reviewing documentation. During the review, the supervisor should create an agenda, set a positive and collaborative tone, be clear about expectations and standards, discuss performance levels using specific examples, actively listen to the employee's perspective, set goals for improvement and development, agree to follow up, and close by emphasizing strengths and offering support.
Outline for Conducting an Effective Performance Review
- 2. Prepare yourself and your employee • Schedule ample time and a private place for the discussion. • Notify the employee in advance, in writing. • Review documentation (notes, letters, files, etc.) before working on the review. • Remember that performance management is a key service to your employees and unit.
- 3. Make it “priority time” • Create an agenda for the meeting. • Minimize interruptions.
- 4. Set a tone of collaboration • Start the discussion on a positive note. • Encourage your employee’s participation.
- 5. Be clear about your purpose • Reinforce that the discussion will address strengths and areas for improvement.
- 6. Review performance expectations • Discuss the position description, units’ reasons for needing the position. • Be clear about performance standards within your unit.
- 7. Discuss performance that is below, meets, and exceeds expectations • Use language that is clear and specific; use examples. • Describe performance, not personality.
- 8. Ask employee what he thinks • Allow employee to speak freely before responding to his comments. • Actively listen to your employee. • Clarify your employee’s concerns, then address them.
- 9. Set goals to: • Improve performance in targeted areas. • Build on strengths. • Develop the employee’s knowledge, skills, and abilities. • Align the employee’s work with the needs of the unit.
- 10. Agree to follow up • Schedule at least one interim check-in on performance during the year. • Ask how your employee prefers to receive feedback (written, verbal). • Discuss how your employee likes to be recognized for good work.
- 11. Close with encouragement • Offer your help and support. • End on a positive note by summarizing employee strengths and contributions.
- 12. Thank You!!!