The Secret To Successful Performance Reviews

Performance reviews are super important when it comes to your team, and yourself, as a business owner.

But, there’s a secret to doing them which means they are actually worth it and will support your business growth.

Here’s the secret…

1. It’s not the place for all your feedback

   Your team members should never hear about their positive feedback, or areas in need of improvement, for the first time at your official performance review. Being an effective manager means discussing both of these regularly and as they happen. The performance review should reiterate and summarise their performance.

2. Make them regular

   Ideally monthly but if that can’t happen consistently, then do them quarterly.

3. They should be two-way conversations

   Performance reviews should promote trust, reduce anxiety, create clarity, and showcase alignment. They also don’t have to be just about performance. They can cover career growth, wellbeing, personal development, etc.

4. They need to be future-focused

   Whilst it’s good to cover overall performance in between reviews, the past cannot be changed. Instead, look to future improvements, levels of support, initiatives, etc.

5. They shouldn’t terrify your team

   Work with each employee to create a clear, shared, and collaborative agenda with points of discussion. Both parties should know exactly what to expect – There shouldn’t be any surprises!

To find out more about how you can get the most out of your team, get in touch and we’ll have a chat.

To see my full video on this, visit my LinkedIn or Facebook page.