Set the tone for your employee's performance review by staying positive.
Annual performance reviews are valuable tools when used properly. But many managers and employees simply go through the motions when review time rolls around, robbing both parties of a real opportunity for interaction and instruction on work together to improve job performance.
Reviews: A Two-Way Street
No matter the frequency of reviews, the performance review process should be a two-way street. Managers should use performance reviews as a coaching mechanism and a as means for helping employees excel, while employees should use the review process as a means for growing their skills and enhancing their career paths.
Set the Right Tone
For optimal benefit, managers should set the right tone for all performance reviews. The right tone is vital whether the employees are doing a good job or a poor job. For exceptional performance, give your star workers the praise (and the rewards) they deserve. When performance is marginal, use the review process as a coaching opportunity.
When coaching a worker whose performance is unsatisfactory, couch any criticism in positive terms. This provides the worker the opportunity to improve his or her performance. Setting a negative term accomplishes nothing, and sets up a combative and unproductive climate for the balance of the performance review.
Some Handy Performance Review Phrases
Using the right phrases during performance reviews can set a positive tone while fending off potential problems.
For instance, a manager might say, "Our department counts on you to get the job done," for a worker who goes above and beyond what is expected. The manager might say, "You are a great worker, but need to focus a bit more on your attendance," for the otherwise good employee with absenteeism issues. Use phrases like, "You are a real team player" for recognizing a committed worker, and "You need to focus more on the big picture," to coach a worker who is too focused on small details to see the true scope of her job.
