Which is worse: receiving a performance review, or giving one? At least with the latter you have some control. When you’re the one conducting the review, try doing these three things to make it a productive experience.
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- Set expectations early. Make employee-evaluation practices clear at the beginning of the year with individual performance planning sessions.
- Set the right tone. Everyone hates the “feedback sandwich”: compliments, criticism, then more niceties. Deliver a positive message to your good performers by mainly concentrating on their strengths and achievements. Confront poor performers and demand improvement.
- Avoid money talk. If possible, don’t mention compensation during the review; but if you must, divulge the salary information at the start of the conversation.
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