top of page
  • Writer's pictureSteven Gilmore

Reviewing performance well: 7 powerful tips

Performance reviews are more than just a routine task; they are a powerful tool for professional development and organisational success. Unfortunately, the mere mention of performance reviews can often evoke anxiety and apprehension among employees and managers alike. In this blog, we'll explore the importance of regular performance reviews, dispel the fear associated with them, and provide guidance on conducting meaningful assessments that inspire growth and create a positive workplace culture.


  1. Frequent Reviews, Lasting Impact: Performance reviews are not meant to be annual rituals that everyone dreads. Embrace the idea of more frequent reviews to ensure that feedback is timely, relevant, and conducive to continuous improvement. Waiting a whole year can lead to missed opportunities for growth and improvement. Regular check-ins allow for a more dynamic and responsive approach to professional development.

  2. Creating a Culture of Open Communication: It's essential to foster an environment where employees feel safe discussing their performance openly. Encourage open communication channels and emphasise that feedback is a two-way street. Make it clear that the purpose is not to criticise but to collaborate on achieving personal and organisational goals.

  3. Constructive Criticism vs. Destructive Feedback: The key to a successful performance review lies in providing constructive criticism. Rather than focusing solely on mistakes, highlight areas for improvement with actionable suggestions. Discuss accomplishments as well, recognising and celebrating achievements. This balanced approach ensures that employees don't feel demoralised but are motivated to excel.

  4. Ditching the Annual Bias: Waiting for an annual performance review often results in a biased and incomplete picture of an employee's contributions. Encourage managers to adopt a more continuous feedback model. This approach ensures that positive behaviors are reinforced promptly, and any issues are addressed before they escalate. It also helps in creating a fair and accurate representation of an individual's performance over time.

  5. Feedback as a Growth Catalyst: Shift the perspective on feedback from a necessary evil to a growth catalyst. When employees understand that feedback is a tool for improvement rather than punishment, they become more receptive to it. Managers should be trained to deliver feedback effectively, focusing on the future rather than dwelling on the past.

  6. Setting Clear Goals and Expectations: Performance reviews should not be a surprise to employees. Set clear expectations and goals from the beginning, making sure employees are aware of what is expected of them. Regularly revisit and adjust these expectations as roles evolve. This clarity helps in aligning individual efforts with organizational objectives.

  7. Investing in Employee Development: A performance review should not be the end but the beginning of a journey toward improvement. Encourage managers to work with employees to create personalised development plans. Identify training opportunities, mentorship programs, and resources that can help individuals reach their full potential. This investment in professional development benefits both the employee and the organisation.


By embracing the positive aspects of performance reviews and making them a regular part of the workplace culture, organisations can create an environment where employees feel supported, valued, and motivated to excel. Managers play a pivotal role in this process, and their commitment to providing constructive feedback and fostering an open dialogue is key to unlocking the full potential of the workforce. Let's turn performance reviews into a source of inspiration, growth, and collaboration, building a workplace where everyone feels safe and motivated to contribute their best.


reviewing performance with manager

bottom of page