Tell me, how do you feel about performance reviews? 

If you’re a corporate employee, that question probably stirred some emotion in you.

Most people I speak with HATE, and I mean REALLY HATE performance reviews! 

It doesn’t matter whether they’re giving or receiving the review; the traditional corporate performance management process seems to be dreaded by everyone.

Now, let me ask some different questions:

• How do you feel about receiving feedback that highlights your strengths and helps you to increase your effectiveness?
• How do you feel about helping someone else achieve success in their career?

These questions probably evoked more positive emotions for you.

So, if you’re “suffering” through the traditional performance management process at your organization, here are some tips to help make it more palatable for you.

Tips for Managers

Gather Input

Give your employee the gift of diverse perspectives on their performance. In addition to looking at data and metrics, gain insight from others that have interacted with your employee – internal and external customers, suppliers, peers, subordinates – anyone with significant exposure to your employee.

Mine for Gold

Focus first on everything your employee is doing well. What are their greatest strengths, and how did they demonstrate them to achieve results? What behaviors do you want to reinforce so they will continue demonstrating those behaviors and applying them to a greater degree?

Find the Learning Opportunity

How might you facilitate learning discovery for your employee? Inquire about their learning experiences gained from both successes and missteps.

Have a Conversation

Use coaching questions to create a two-way dialogue rather than “tell” your employee how you are evaluating their performance. Download a copy of Coaching Questions for Performance Management Discussions to help you prepare for an effective conversation that motivates and inspires your employee and reaffirms her commitment to the organization.

Tips for Employees

Gather Input

Prepare for your conversation by gathering information that helps you self-assess your performance. What feedback have you already received from your manager, peers, customers, or other stakeholders throughout the year? What themes can you identify?

Mine for Gold

In what ways are you meeting or exceeding the expectations of your role? How have you demonstrated your strengths? What impact has your performance had on the organization? Think about these questions to help you celebrate your accomplishments and develop a positive mindset. Plan to articulate these accomplishments during your performance discussion.

Find the Learning Opportunity

Reframe your thinking around areas where you “failed” and consider what you learned through the experience. Prepare yourself to highlight these learnings and discuss alternative approaches with your manager.

Have a Conversation

Prepare yourself for a two-way conversation that positively reflects your receptiveness to receiving feedback and your desire to be a top performer. Come up with a list of questions you want to ask, and think about what support you need from your manager to empower you to be your absolute best.

Ace Your Performance Review

Download a copy of How to Ace Your Performance Review for additional tips and techniques.

Wishing you the best!