Revised Keys To Successful Performance Review Meetings
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The document provides guidance on conducting effective performance review meetings by outlining best practices for preparation, the review discussion, rating techniques, and things to avoid. It emphasizes setting clear expectations, measuring performance objectively, providing feedback and coaching regularly, and ensuring two-way communication between the rater and employee. Tips include notifying employees in advance, being specific about performance, listening to employee input, and leaving the meeting with next steps.
Revised Keys To Successful Performance Review Meetings
- 2. Performance Review Preparation • Notify employee well in advance • Create a clear outline of objectives – Share in advance • Prepare all relevant information in advance: – Goals and Performance Dimensions – Data collected (emails, notes, project work) – Notes from feedback and coaching sessions – Metrics, formal reports, status checks
- 3. Conducting the Performance Review • Meet in a private, quiet location • Be direct & make important points early • Be specific in describing performance • Address performance over entire year (or given period) • Discuss the impact on others & the organization • Ask for ideas and input • Listen to the employees views • Summarize • Express appreciation for their input
- 4. Effective Performance Rating Techniques • Be aware of potential rater errors – Halo Effect/Horns Effect – Primacy/Recency (Latest Behaviour Effect) – Rater Tendencies – strict, lenient, central – Same As Me/Different Than Me Effect • Use multiple “tools” to assist in the decision of your rating • Always provide a comment for each rating
- 5. Tip A good performance interview leaves both parties feeling they have gained something
- 6. Performance Review – Don'ts • Just tell the employee what their performance is – discuss it • Interrupt when they are providing input • Ignore or make light of what they have to say • Listen to hearsay • Focus solely on the negative aspects of performance
- 7. Performance Review – Don’ts • Get emotional or become argumentative • Surprise • Sandwich criticism between praise • Take defensive postures • Send mixed messages • Assume silence implies agreement • Leave the review without next steps for follow-up
- 8. “Example is not the main thing in influencing others. It is the only thing.” ~ Albert Schweitzer 1952 Nobel Peace Prize Winner: philosophy on “reverence for life”
- 9. Assessing Performance Performance is most effectively assessed through regular check-in sessions: • Allows you to determine whether critical elements of the job are being met • Encourages clear communication of goals & objectives • Allows employees to express concerns or constraints • Identifies tools or resources needed for improvement • Allows for coaching, guidance, & support
- 10. Keys To Performance Management Success • Establish clear expectations • Ensure clear communication of goals and objectives • Base Goals/objectives on objective criteria for measuring performance • Ensure consistent measurement for all employees
- 11. Keys To Performance Management Success • Measure outputs & competencies relative to business goals • Increase ownership & accountability • Provide a legally defensible process