Read on to find how you can improve the effectiveness of those all important performance reviews.

How to get the most out of your performance reviews?

Want to get the most out of your performance review? Look no further. Read on to find how you can improve the effectiveness of those all important performance reviews.

Performance reviews are a forum for praise and improvement between supervisor and employee. In today’s professional society there has been an organisational shift to ongoing performance management. As an employee, it is imperative to get the most out of these meetings; below is a simple checklist to make sure you’re doing all you can!

The old adage reads: ‘fail to prepare, prepare to fail’. Although an unwelcoming phrase, the message rings true. It is important to prepare for your performance review. Your manager won’t be able to remember all that you’ve accomplished since the last meeting. The 3 tips below are really easy to implement:

Gather information regarding your performance standards, both current (real-time) and during the time elapsed since the last review.

Review the objectives set for the current period, and evaluate your performance in relation to this.

Complete a self-assessment. Evaluate and identify key indicators of your performance.

How have you performed in relation to your objectives? What have you done well? What hasn’t gone so well? Where can you improve? What do you need from your manager to perform even better? This gives you an overview of what can be discussed during your review.

Ask yourself key questions which are likely to come up in the performance review.

Consider your answers to each of these questions:

  • What progress have you made on your goals since the last meeting?
  • What has been going well since the last meeting?
  • Which elements of your work can you improve?
  • What, if anything, would you like to do, but haven't been able to?
  • What career goals do you have? Have these changed in any way recently?
  • What additional resources do you need from your supervisor?
  • What training, education or mentoring do you need to aid your professional development?

When in your review, remember to be honest, realistic, objective and specific. The meeting is an opportunity to develop a positive working environment. You should be updated on organisational goals that impact directly (or indirectly) on your work. It should also provide you with guidance on your short term goals and also be a comfortable place to discuss long term career goals. Before concluding the meeting, both parties should review any items that may carry over to the next meeting, these include: employee goals, challenges, deadlines and key tactics for achievement.

performance reviews

By the end of the performance review you should be able to answer the question:

Where do I go from here?

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Joseph Garvey

Joseph Garvey

Content Team

4 minute readPublished on January 30, 2019