Managing People - Performance Reviews
Streetwise Tips

Streetwise Tips on Performance Reviews

Never mention a change in pay until the end of the performance review. Most people will tend to tune out information during a review if they already know what their new pay rate is going to be.

* Don’t inflate reviews

Many supervisors give inflated reviews. This is particularly true if the employee’s performance was lacking and the overall rating should have been negative. This can and does leave companies wide open to discrimination suits if the employee is terminated before his or her next review.

“Joe had a satisfactory review and then you fired him ninety days later for unsatisfactory work.” This scenario won’t play well for you before a jury!

* Negative reviews

People tend to deny the reality of a negative review—or “invent” a false justification to save their pride. So if you have to deliver a negative performance review to an employee, don’t mince words. Say exactly what you mean, without being insulting or demeaning.

* Positive reviews

Even the very best workers will have a few shortcomings. Some managers find it easier to spend a review focusing on an employee’s shortcomings rather than praising their strengths. Resist this temptation and keep the review in perspective. If the performance has been 75 percent terrific, then spend 75 percent of the review heaping on the praise. If you run out of specific examples of the employee’s noteworthy efforts, repeat each strength or accomplishment a second time. Believe me, the employee won’t mind the repetition!

* Criticism

When you have to voice a criticism, be highly specific and cite actual examples of the employee’s negative behavior patterns. Then offer suggestions on how the employee’s shortcomings may be overcome.