Employee Performance Reviews are feared by many and disliked by most. But like it or not they are necessary, and when done correctly can be a valuable tool for employee growth and development. They can also help organizations align their employees with company goals, lower turnover, and have an impact on the bottom-line. This presentation will give managers 10 tips on writing powerful performance reviews.

1. Writing Powerful Performance Reviews

2. Many people fear annual
performance reviews –
including the people who
have to write them.
Unfortunately, many
managers are given this
task with little or no
training on how to make
it a productive, positive
process.

3. Here are some top tips to help you write a review that
will engage, enlighten and encourage your employees to
reach – and exceed – their goals.

4. 1. Think like a coach,
not a judge
Coaches don’t just tell players
what they’re doing wrong on the
field. They teach them how to
make the right plays – and win.

5. 2. Do your homework
all year long
Let’s assume that we are
discussing an annual review. How
long before one should you start
preparing? One year.
Keep notes on your direct reports
throughout the year; about what
they do right, as well as things
that could use improvement.
Then you’ll have all your notes
ready before you write.

6. 3. Check in regularly
If an issue comes up with an employee, deal with it in a
timely manner – then document it. Issues that only come
up in annual reviews are missed opportunities for course
correction and rarely benefit the employee.

7. 4. Start with defined goals
The goal of a written performance review is to summarize the employee’s work
over the year, what they are doing right and what needs improvement. It’s not just
a permanent record; it’s also a tool for the employee to refer to in the future.

8. 5. Get feedback
from key coworkers
Be sure you have the big
picture by asking the
employee’s team members
for feedback.
They can offer you valuable
insights on the employee from
the inside.

9. 6. Pay attention to your words
It’s easy to be vague, but it doesn’t help your employee much.
Telling a good employee that their work is “competent” is
about as de-motivating as it gets.

10. 7. Cite specifics
Again, “Nice work” doesn’t say enough. Whether it’s positive or
negative, give employees an example of the issue you are
mentioning. This helps avoid the “halo effect” where one
comment overrides all others in the employee’s mind.

11. 8. Get writing help if you need it
Not everyone is a writer. There are books that can help you
find the best way to express yourself in a written review. Top
HR software programs like SilkRoad Performance even offer a
“Writing Assistant” function.

12. 9. Give yourself time
Never rush through a review and send it without editing it.
Write a draft, wait, reread it and edit it carefully. Written
reviews can have an enormous impact, so give them the time
they deserve.

13. 10. Start positive, end
positive
Remember, the goal is to
improve your employee’s
chances of success.
Be as encouraging as you can,
and remind them to ask for help
if they need it.

14. Download the Ultimate Guide to
Performance for more! (click here)
Thank you!