CONDUCTING PERFORMANCE REVIEWS
© Achieve Global - used with permission

Performance Reviews are most productive when:

• They are truly a collaborative process
• Both people prepare ahead of time
• There have been several other discussions about performance at 'check-ins' throughout the year.

Key Action 1

Prepare for a focused discussion

• Review the staff members plan and check in notes
• Identify 2 or 3 key accomplishments for this staff member during the review period
• Prepare you key message or points - what 2 or 3 points do you want the staff member to remember throughout the next review period
• Identify 2 or 3 areas for development for the next review period

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Key Action 2

Set expectations for the meeting

• Review the purpose of the discussion (i.e. to review and document the staff members performance results over the past year)
• Review the 'agenda' or process for the meeting (e.g. the staff members assessment or review of their results and accomplishments, your perspective and feedback, and next steps)

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Key Action 3

Invite self-evaluation and discussion

• Ask the staff member to review their results and accomplishments based on their plan for the review period.
• Prior to the meeting the employee should be encouraged to document their results on their written plan. If they are not prepared, the meeting should be postponed until they have done so.
• During the self-evaluation, listen carefully, remain non-defensive, and take notes.
• When the employee has finished their self-assessment, ask open-ended questions to clarify and gather information.
• Invite discussion on the goals and ideas for future work and career goals. Often this is a great time for the employee to share their ideas of what they would like to do in the next review period - take note of any ideas.

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Key Action 4

Share your key points

• Focus on your key points - i.e. what you want the person to remember
• Begin with your points of agreement emphasizing those that support your key points
• Identify areas you see for improvement or development based on specific examples of performance and the employee's review of results.
• Resolve major 'disconnects' or differences by limiting discussion on 'disconnects' to those that link to your key points, sticking to the facts and linking to the staff members responsibilities and goals.
• Avoid lecturing and stay open to revising your opinion, if warranted.

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Key Action 5

Jointly decide next steps

• Identify any bring forward goals (e.g. goals that were not completed in the review period)
• Recap opportunities for learning and development
• Agree on next steps
• goals to bring forward to the next performance plan
• learning and development opportunities
• new assignments
• ways you will support the staff member
• new performance goals

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Key Action 6

Close the Meeting

• Ask the staff member to summarize your key points (or summarize them yourself)
• Recognize the staff member's contribution and accomplishments
• Express your confidence in the staff member's performance
• Offer your continued support

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