Performance reviews are about as exciting as a bad report card. Even the Little Miss or Mister Perfect on your staff hates them because it feels like school all over again. In some cases, companies evaluate employees on a number system, which is really just another grading method. Most employees emerge from this ritual unscathed, but what should you do if you think you might fail the class?
Take a deep breath. Every performance review will contain criticism. Before you assume you just had a bad performance review, remember there is always room for improvement. Unless every single point in the performance review is critical, you should be able to pass the class, so to speak, provided you can correct what needs correcting.
Also, not getting a raise is not a sign that you did a bad job. Consider the current condition of the company. In a bad economy, you won't get a raise, no matter how well you did, so be realistic about the company's money situation before the review.
Don't assume the boss doesn't like you. If your boss took pains to balance the negative with the positive and you have worked well together in the past, all is not lost. However, if you have a boss who is abusive to you and to others, then you may want to start polishing up your resume.
Make sure goals are set at the end of the review. If you are having trouble figuring out your goals, your boss has not been clear enough in explaining your duties. You should prepare your own goals and find out how they align with the goals your boss has for you. If your boss can't think of any goals for you or is vague, then the problem might be your boss, not you, which is another reason for you to send out your resume.
Schedule a follow-up. Was the feedback constructive? Did your boss offer you a list of goals to achieve? You're lucky: Your boss clearly wants to give you the tools for you to do better. Request a meeting within a month to see how well you are doing.
Start keeping a diary for next year. When your boss has criticism, you should be able to accept it, but you should also be able to point out cases in which you excelled. Measure your progress by keeping track of what you have done on the job. You'll be able to track your progress each week. Getting that information in writing will help you figure out how to improve long before next year's performance review.
 | When you're reviewing employee performance, try to make the process as interactive as possible, and use positive, action-oriented statements that encourage motivation in your staff, which may result in individual growth that supports company goals. |
 | Learning how to write performance reviews that are meaningful can make a huge difference if you want to motivate employees. |
 | Writing performance review action plans may feel tedious, but it's essential to do them right so your employees know exactly what is expected. Instead of seeing this task as a burden, try to imagine you are saving yourself time later. |
You may be intimidated by the challenge of writing your own employee performance reviews, but don't panic. Employee evaluations provide the perfect opportunity to showcase your contributions while requesting changes that will improve your job satisfaction and ability to excel. |
Writing performance reviews can be challenging, especially if you have to write several in a short period of time. However, you can streamline the process, making this task easier for you and more positive for your employees. |
