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.
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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About Andrew Collins
Grant & Graham Projects Ltd advises and supports management of (international) companies in the development and execution of their business strategy. We possess a number of techniques which are designed to help an economic enterprise grow. Such techniques include assessments of marketing opportunities and target markets, intelligence gathering about customers and competitors, generating leads for possible sales, follow-up sales activity, formal proposal writing and business model design.
Together with our clients we work on significant and lasting improvements of their performance, by applying our expertise in the areas of Strategy, Organisation & Governance, Corporate IT and Execution.
We bring professionalism, energy and "fun" to each project. We are well oiled, bringing the right combination of in-depth knowledge, experience, analytics and pragmatism, through a consistent way-of-working.
