Best Practices for Conducting an Annual Performance Review.pptx

Annual Review

1. Here is where your presentation begins Best Practices for Conducting an Annual Performance Review

2. 1. Performance Review Dos and Don'ts C ontents

3. 01 Performance Review Dos and Don'ts

4. Prepare Thoroughly Invest time in reviewing an employee's performance, gather relevant data, and outline key points to discuss to ensure a focused and productive review session. Encourage Two-Way Communication Invite employees to share their perspectives, concerns, and suggestions, fostering an open dialogue that encourages mutual understanding and collaborative problem- solving. Be Specific with Feedback Provide concrete examples of performance to illustrate your points, clarifying both commendable actions and areas for improvement, making feedback more actionable. Keep enough time for the discussion Allocate sufficient time for the performance review to ensure a thorough discussion without rushing, demonstrating respect for the employee’s contributions and importance of the process. Set Clear Goals for the Future Outline specific, measurable, achievable, relevant, and time- bound (SMART) goals to guide employee development and align their performance with organizational objectives. Create the right atmosphere for the discussion without unnecessary disturbances Choose a comfortable and private setting for the review to avoid distractions, ensuring confidentiality and a conducive environment for honest conversation. Create celebratory moments Acknowledge and celebrate achievements during the review, boosting employee morale and reinforcing positive behaviors through recognition of successful outcomes. Key Dos

5. Do Not Focus Solely on Negatives Balance constructive criticism with positive feedback to maintain motivation and emphasize a holistic view of the employee’s performance. Communicate the rating to the employee before calibration Avoid prematurely discussing performance ratings before calibration meetings to prevent miscommunication and ensure fair and consistent evaluations. Avoid Generalizing or Vague Feedback Steer clear of feedback that lacks specifics as it can leave employees confused about their performance and unsure about how to improve. Avoid giving tough feedback While challenging conversations can be difficult, omitting critical feedback does a disservice by hindering an employee’s growth and the organization’s progress. Treat the review like a tick box exercise Approach the performance review as a valuable development tool rather than a mandatory procedure, fully engaging in the process to add meaningful value. Common Don'ts

6. Edited by Abhishek Patnaik Thanks