When something isn’t explained or understood fully, a void is created between what was shared and what is expected. Without the appropriate clarity, we tend to fill in that blank space with our own information or assumptions. And you know what they say about assuming!
One of my goals for effective performance reviews is to be clear and completely fill the canvas to eliminate the blank space. I’ve found that when I paint the picture with context, such as performance examples and their impact, it creates the full message I want to send. Without that ‘color’, the employee can walk away with a different understanding than intended – and nobody’s got time for that.
Most reviews I’ve seen contain sections to discuss strengths, opportunities, and next steps. To get your brain turning on writing an effective review, here are a few examples for each aspect:
Strengths
 |
 |
|
Highlight specific achievements and strengths. Include those realized throughout the year and tie in the impact to the organization. |
Avoid vague praise without evidence. It holds less meaning when not attached to a behavior or action. |
|
Example: "One of their standout strengths is their ability to consistently meet deadlines, even when faced with tight schedules." |
Example: "They did well in various tasks throughout the year." |
Areas for Improvement
|
|
|
Provide constructive criticism with specific examples and suggest ways to improve. |
Avoid generic criticism without clear examples. Improved performance can only occur the deficiencies are fully understood. |
|
Example: "While they are proficient in their role, there is room for improvement in effective communication with team members. Providing regular updates in team meetings could enhance collaboration." |
Example: "Teamwork needs improvement; communicate more with others." |
Goal Setting
|
|
|
Collaboratively set goals for the future, ensuring they are specific, measurable, achievable, relevant, and time-bound (SMART). |
Avoid setting unrealistic or vague goals. Afterall, a goal without definition is only a wish. |
|
Example: "Moving forward, let's work on enhancing communication skills by setting a goal to share project updates in team meetings at least twice a month." |
Example: "Increase communication." |
Bottom Line on Performance Reviews
Your employees work hard for you all year, and it’s your responsibility as a manager to give them clear feedback in a respectful, encouraging way.
Providing examples to support the feedback you deliver will increase clarity… and fill in that blank space with the right message.