Prepare Engaging, not Discouraging, Performance Review Phrases

Prepare Engaging, not Discouraging, Performance Review Phrases

One tradition that businesses have a hard time either mastering or getting rid of is the employee performance review. Whether it’s an annual executive performance review or a scheduled, self-performance review, examples of good and bad ways to go about this are all over the internet. Without proper planning of performance review phrases before the meeting itself, these review sessions can end up doing more harm than good.

Don’t include numbers

Classic employee performance review examples like to assign quantitative value to an arbitrary scale to help generalize a manager’s assessment of that person’s work. Research shows that even if these numbers are positive, they rarely have a positive impact on the employee’s performance. Even if it’s not a set of performance review comments based on a subjective number, telling a sales representative that they are the third most productive out of their team can sometimes have negative actions. The statistics may be good ones, employees generally tend to be thought of as people instead of rankings.

Listen as much as you talk

For as many performance evaluation phrases as you use during the employee review, listen just as much. If employees are receiving criticism, give them the chance to talk to you as much as possible. Creating an open dialogue between employee and manager often brings a new level of engagement from both parties. A review isn’t much of a review if the manager reads off a list of performance appraisal comments and then meeting adjourned. Build conversation space within performance appraisal phrases and employees will feel empowered to help contribute to their future at your business.

Build performance reviews into existing training

Being transparent about the need for employee performance review comments goes a long way toward improving the process. Scheduling these reviews ahead of time with new employees gives them the ability to prepare for the meeting. Frame this not as a time to improve their work, but time to prepare questions and comments for the manager to ask during the employee review. Engagement like this helps to show your employees that you respect their voice on their path to becoming better at their job, and in their life. If your company has an employee performance plan that sets guidelines for how improvement should be tracked along their time with your business, build these review into that existing training plan.

Lessonly can help facilitate the conversation between employees and managers. Take a tour today.

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