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Each year about this time employees participate in a Performance Review with their manager. The review is intended to provide the employee with feedback regarding their prior year’s performance against objectives. For many employees, the performance review is a conversation they dread. The main reason for this is that the employees’ expectations for the meeting are not met by their manager. Surprisingly, a large majority of managers are not well skilled nor are they comfortable with giving feedback and having effective performance discussions. This can have a significant impact on employee engagement and morale.

Use these tips to make the discussion as valuable as possible.

Be well prepared -managers should review notes from previous performance reviews and discussions, stakeholder feedback and employee self-assessments. Be prepared to provide specific examples regarding the employee's work activities.

Keep it private and positive - host the discussion in a quiet, private and comfortable environment.  Keep a positive tone throughout the conversation using good eye contact and body language.

Make it a two-way conversation - focus on making the conversation interactive and ask for the employee's feedback. Manager's should not do all of the talking.

Focus on strengths and identify areas of growth and opportunity - research has shown that employees are more likely to improve in their areas of strengths. Focus 80% of the discussion on strengths and 20% on growth areas. Pick one or two areas that the employee can develop. Then, seek agreement from the employee.

Offer support and agree upon next steps - the employee needs your support and guidance. Ask them how you can help them be successful. Plan a follow up meeting for 2-3 weeks later and discuss implementation and execution in the upcoming year.

Performance reviews don't have to be dreaded or difficult. You can make it a positive experience for both you and the employee by planning ahead and being prepared.

Check back next week for Employee Tips.