How to fail running a performance review

 In Blog, Performance Development

Yes, its possible:

You can fail a performance review, even if you’re the one RUNNING it!

While there’s many positive approaches to performance reviews, there are also foolproof ways to make your next performance review a disaster.

Take heed now so you don’t lose employees and alienate people:

6 ways to easily fail at running your next performance review

If you’re unsure of the things to avoid when running a performance review, I’m here to help.

These six actions can turn a performance review from a prime employee engagement opportunity into a hazardous state of devaluing employee relations.

It’s easy to make these mistakes without even realising.


1. Bring up last year’s performance review
When it comes to an employee’s performance, it’s important to stay in the present—and focus on what’s relevant. Perhaps last year ended particularly well or poorly for an employee, but it is irrelevant to what’s happening now. By bringing up last year’s review, you can set an employee off in a direction you never intended.


2. Not conduct a performance review
While this seems like a no brainer, many leaders decide to forgo performance reviews in order to save time or avoid something that could be difficult. Performance reviews allow you a dedicated time to appreciate employees, talk about their performance and any areas of improvement. These types of conversations make employees feel valued.


3. Don’t plan or prepare for it
Similar to not preparing for a meeting, a performance review can be uncomfortable or, worse, unfruitful without proper planning. Determine what you’re going to say, how you’re going to say it, and what tools you’re going to use.


4. Don’t provide personalised feedback
Imagine being a contestant on The Voice, and not receiving any comments from the judges about how you performed. Not offering either positive and constructive feedback can leave an employee feeling devalued and unimportant.


5. Have no structure
Though performance reviews don’t need to be incredibly formal, they should have some structure. By conducting a review without a format, you may forget to address important aspects. Even a rough outline ensures your communication is well-constructed and engaging for the employee.


6. Provide inconsistent reviews across the team
If one employee receives a thorough and constructive review, while another simply gets a drive-by conversation, it won’t go unnoticed. By favouring employees when it comes to performance reviews—or anything else for that matter—your employees will feel less than valued. They may start heading for the job boards and career fairs.


* And remember, some companies do performance reviews weekly as part of one-on-ones. Some do them quarterly, twice a year or annually. However you run them, the above principals apply.

Valuing an employee = better results

“One of your most important responsibilities is making your employees feel truly valued,” shares Forbes magazine in a recent article. 

Dedicating a little time and energy to your employees’ performance and career advancement goes a long way.

It helps employees feel they are cared for and a part of something larger than themselves.

For a performance development tool that’s easy to use, download the ‘3 Year Employee Professional Development 1-Pager’.

Answering 5 simple questions is all it takes:

  • Zero-in on what your employee cares about that will get them up in the morning, excited to contribute!
  • Get clarity on the ideal development outcome over a 3-year horizon
  • Map concrete action steps for yearly goals, quarterly executions, focus areas, 90-day sprints and more
  • Give your team confidence of knowing they’re working towards a professional future that’s well planned


Any questions?

If you have questions on this topic or any others, feel free to reach me by email or set up a free one-on-one consultation session, or drop me a comment below.

Thanks for sharing!

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Paulette Kolarz

Customer Support

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