Helpful Tips for Conducting an Effective Performance Review – A Guide for Supervisors

When it comes to performance appraisal feedback, preparation is key. Setting meaningful goals, tracking progress and evaluating performance are each vital to establishing a holistic feedback culture in the workplace. Prepare in advance for those end-of-year performance conversations by considering the following tips. Visit the Performance Appraisal webpage for more information. Complete your performance appraisal before Apr. 30.

Tips for Preparing for End-of-Year Performance Conversations

• Plan ahead by scheduling the conversation at least one week in advance, cushioning time in between appraisal deliveries and anticipating the recipient’s reaction and your strategy to address their concerns.

• Kick off the meeting with a positive note that sets the tone for a two-way conversation, highlight the unique individual strengths and express gratitude for their contribution to the role, the team and the organization despite changes.

• Weave in themes from previous conversations and allow for reflection on accomplishments and development opportunities from throughout the year, not just in recent weeks and months.

• Share information in a manner that is insightful and centered on support, service and commitment to the individual, including a copy of the end-of-year summary for them to take home.

• Deliver performance evaluation based on the S.M.A.R.T Method (see below for more details on this method).

• Draw on input from stakeholders where possible – multiple perspectives can demonstrate increased objectivity.

• Refrain from statements that disproportionately favor those you most closely “identify with.”

• Actively listen to the reaction of the recipient by restating, reframing, clarifying and realigning.

• Put equal effort into evaluating performance of all team members regardless of length in time in their position.

• End on a positive, forward-looking note, discussing plans for future growth.