Nobody likes performance reviews.

Sitting down one-on-one with your boss to talk about all the things you’ve achieved and failed at in the past year is extremely nerve-wracking. Even if you excel at your job, there’s something about being appraised at point-blank range that can make even the most confident employee squirm in their seat. Performance reviews are no walk in the park for managers, either—especially if there’s bad news to deliver. In fact, about 25% of professionals who participated in a recent survey admitted to feeling fearful of upcoming reviews, and many more believe the process is obsolete. Performance reviews are crucial for driving employee satisfaction and productivity, but if nobody likes them, how can we make them better?

Overhauling the feedback loop

If you want your managers and their teams to get more out of their performance reviews, here are a few changes you should consider.

  • Give feedback in realtime. Why wait an entire quarter or even year to tell your staff how they’re doing? It’s far more beneficial to provide feedback when it’s most relevant, like when a significant breakthrough or incident occurs, so that all the details are still fresh in everyone’s minds.
  • Involve the team. It’s unlikely that your employees work in complete isolation. They rely on one another for support and can therefore give more accurate insight into each other’s performance than a single manager could. Gather the observations of the team and you’ll be able to deliver much more meaningful feedback.
  • Encourage cooperation. Performance reviews are a great opportunity to improve your staff as a whole. If one of your employees is struggling in a particular area, pair them up with another employee who can help them develop their skills.

Employee well-being is the key

Following the above tips is just the beginning of conducting more purposeful performance reviews and strengthening your team. We’re here to help your organization reach its full potential by prioritizing the well-being of your employees. To learn how you can build up a productive and happy staff, click here.


Also published on Medium.