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How to Conduct a Performance Review?

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How to Conduct a Performance Review?

Employee performance is something your organisation values immensely - and befittingly so. You cannot expect productivity, profitability, and success to knock at your organisation’s door if you don’t have a superlative employee performance review strategy. However, simply caring about your employees’ performance won’t justify your efforts in running your business. This is where employee performance review enters the picture. 

While conducting employee performance reviews provides an opportunity for managers to assess an employee's performance, identify areas for improvement, and set future goals, these reviews can be difficult to conduct effectively. Doing poorly can lead to resentment, decreased productivity, and even turnover.

This blog entails the right ways to conduct a performance review. So stay glued to the post for everything you’ve ever wanted to learn about employee evaluation. By following the tips in this blog post, you can conduct performance reviews that help your employees reach their full potential.

Conducting a Performance Review: How to Make it Successful?

The Basics

The temptation to give your employees feedback in one go or just before a review might lead you in the wrong direction. Instead, plan and identify the best time of the year to conduct performance reviews. 

Look for particular processes or schedules that your organisation needs to follow. 

Additionally, consider the budgeting process to determine the right time to hand out bonuses. Finally, make sure to have ample time to dedicate to this activity without hampering the business functions. 

Decide & unveil the employee evaluation process and communicate the same to your employees.

Let us now proceed toward learning the aspects that can help organisations conduct good performance reviews. 

#1. Set goals & expectations

The best way to set goals and expectations is to meet with your employees at the beginning of the year and share your vision & mission. This can be followed by meeting the employees one-to-one to set their performance goals. 

Use the SMART rule to map them out.

S- Specific

M- Measurable

A- Achievable

R- Result-oriented

T- Time-bound

#2. Give feedback to employees all throughout the year

Hold touch-base meetings throughout the year so that the final review in the annual meeting does not come as a surprise to the employees. Therefore, pre-schedule these meetings and plan to conduct them on time. 

Before every meeting, prepare an agenda and discuss the expectations and questions. Post these meetings, and prepare notes for yourself that will serve as a reference for you in the future and help you prepare well for the annual meeting. 

ALSO READ: The Employee Productivity-Happiness Loop: How One Influences the Other

#3. Ask employees to stay prepared

Employees’ preparation must begin months before the actual reviews. Simply put, ask them to compile their annual performance results. This will give you a recap of their job responsibilities, current project work, and achievements. You can also ask them to evaluate themselves, which will give them an honest review of their performance. 

#4. Prepare yourself

Spend at least two months before the final review compiling your notes and results for each employee. Then, collect employee performance references, such as sales reports, project deliveries, and call records. Besides, you can also gather qualitative data like client feedback. The exercise will give you an insight into the deviations between your expectations and employees’ performance, if any. Subsequently, you can move to your next plan of action.

#5. Hold the meeting

This is the most challenging part of the process. Ensure the meeting is a two-way conversation rather than making it seem like a lecture to your team members. Employees must stand a fair chance to share their strengths, challenges they have overcome, and areas of improvement. 

#6. Shift toward the future

Discussing failures and areas of improvement is pertinent to conducting a successful performance review. However, once discussed in detail, you must redirect your focus to the future. Share new goals and your plan to make the employee succeed at work. This will make them feel more valued and ready to step out of their comfort zone to improve their performance. 

ALSO READ: The Connection Between Employee Recognition and Retention

Summing Up

Although the employee evaluation process is never fun, it is crucial for increasing employee engagement & improving performance. Great leaders know how to make performance reviews fruitful for the organisation. They know how to make their people feel valued, appreciated, and understood. They put people first and focus on improving performance to see the best employee performance review results. 

Summing up, here are some of the key elements of an effective performance review:

  • Be specific and objective. Avoid making general statements or using subjective language. Instead, focus on specific examples of the employee's performance.

  • Be constructive and actionable. A performance review aims to help the employee improve their performance. Therefore, your feedback should be constructive and actionable.

  • Be timely. Don't wait until the end of the year to give feedback. Provide feedback on a regular basis so that the employee has time to make improvements.

  • Be confidential. The performance review should be a confidential conversation between the manager and the employee. Avoid discussing the review with other employees or managers.

Contact Cornerstone Global Partners (CGP) Singapore to hire stellar employees that can contribute to your company’s success. After all, your organisation deserves to have start candidates on board.

Catch up on valuable information in case you missed it the first time. Click on the link here:

Reduce Risk & Identify S.T.A.R Candidates Using Behavioural-Based Interview (BBI) Techniques


1. How do you conduct a good performance review?

To conduct a good performance review, there are a few tips managers must follow that are listed as follows:

  • Prepare ahead of time

  • Make the right choice of words and ask the right questions

  • Be a good listener

  • Provide concrete examples of exemplary achievements and areas of improvements

  • Evaluate your employees’ progress

  • Conclude the process with a final review and discuss everything with the employee

  • Make performance reviews a regular exercise

2. What are the four stages involved when conducting a performance review?

The four stages of conducting a performance review are:

  • Planning goals

  • Monitoring performance

  • Reviewing results

  • Rewarding success

3. What are the key benefits of conducting effective performance reviews?

Some of the common benefits for an organisation to conduct performance reviews include:

  • Improved employee performance

  • Increased employee satisfaction

  • Reduced turnover

  • Clearer communication between managers and employees

  • A more productive workplace