Performance reviews are a necessary part of working life, but they won’t always be positive.
Employers will need to hold reviews with employees who have not performed well enough, and it is important these do not discourage the employee from putting in 100%.
In many cases, the employee hasn’t reached the right goals or targets, but these can be worked on together.
However, you might also be dealing with a disengaged employee who is clearly not putting in the effort they should be.
Performance reviews are less frequent than feedback sessions and should be more formal.
Here is how you should be delivering your review:
It is important to stay focused, and cover everything you want to say. The employee might bring up their own feedback, so with everything written down you know you can cover all the topics that you need to.
Another reason to have those notes. Make sure everything you bring up is clear for the employee to understand. You want them to learn from the review, so make sure they understand everything you’re bringing up.
Many workers do not respond well to criticism or negative feedback, so it’s best to deliver it in a way that doesn’t push them away from the role.
Discuss what aspects of their work can be praised and give them some recognition of their work. If you have to talk to them about something they have not done well, sandwich these negatives against some positives.
Discuss solutions together, so the employee feels they have more control and is still trusted by you. Set clear goals to work towards, so they know exactly what they are working towards.
It is important when you have to give a negative performance review that you don’t then leave them to it. Turn those negative performances into a positive performance by following up with them over the next few weeks.