How to Conduct a Performance Review Meeting
Performance review meetings can be stressful for both managers and their employees. Managers may find it difficult to communicate needs with employees, and employees may be intimidated with the fear of a negative review.
The main goals of a performance review meeting should be to review recent performance and then set performance goals for the next review period. As a manager, there are several steps you can take to make sure you conduct a performance review meeting with integrity that produces results.
Do you experience anxiety before a performance review meeting?
Before the Meeting
Ask the employee to complete a self evaluation. The self evaluation should allow the employee to comment on each performance criteria and goal, and provide proof of success. Ask the employee to submit the self evaluation to you by a certain date that allows you to review the self evaluation prior to completing your evaluation.
After reviewing the employee's self evaluation, assess the employee's performance on the same performance criteria and goals in the self evaluation. Make sure you follow all guidelines for rating employees as outlined by your employer when completing your evaluation.
During the Meeting
Present the employee with the evaluation you completed and give him time to read through it. It is better to give employees evaluations in a meeting rather than distributing them before the meeting. This gives the employee opportunity to ask questions and clarify information with you immediately.
After the employee reads his evaluation, ask if he as questions. Discuss the positive highlights and the negative comments on the evaluation, as well as any areas where your rating differs with the employee's self evaluation.
Work with the employee to identify two to three areas of improvement, based on the employee's performance evaluation. These are great areas in which to set goals for the next performance review period. Work with the employee to set these goals, or ask the employee to write goals based on these improvement areas for a future meeting.
After the Meeting
Follow up with the employee throughout the next review period to ensure that the employee is working on achieving his goal. Coach the employee in ways he can use current projects to achieve his goals. Make sure that the employee is documenting work on these goals as evidence for his next performance review.