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📊 Performance Reviews

Regular performance reviews help employees grow, improve retention, and address issues before they become problems.

Why Performance Reviews Matter​

Benefits​

  • Employee development - Help employees grow
  • Retention - Employees want feedback
  • Accountability - Clear expectations
  • Documentation - For promotions, raises, terminations
  • Communication - Regular check-ins

Review Frequency​

Formal reviews:

  • Annually - Comprehensive review
  • Semi-annually - Mid-year check-in
  • Quarterly - For new employees (first year)

Informal check-ins:

  • Monthly - Quick 15-30 minute conversations
  • As needed - After major projects or incidents

What to Review​

Key Areas​

Job performance:

  • Quality of work
  • Productivity
  • Meeting deadlines
  • Problem-solving
  • Technical skills

Soft skills:

  • Communication
  • Teamwork
  • Leadership
  • Initiative
  • Attitude

Safety:

  • Safety record
  • Following procedures
  • Reporting hazards
  • Training completion

Growth:

  • Skills development
  • Training completed
  • Certifications earned
  • Career goals

Review Process​

Before the Review​

Prepare:

  • Gather data - Performance metrics, incidents, achievements
  • Review job description - Ensure alignment
  • Prepare examples - Specific examples of performance
  • Set agenda - What to cover
  • Schedule time - Private, uninterrupted time

Employee preparation:

  • Self-assessment - Employee evaluates themselves
  • Gather feedback - From peers, supervisors
  • Think about goals - Career goals, development needs

During the Review​

Structure:

  1. Start positive - Acknowledge strengths
  2. Discuss performance - Review key areas
  3. Address concerns - If any issues
  4. Set goals - Development goals for next period
  5. Discuss career - Career aspirations
  6. End positive - Reinforce value

Best practices:

  • Be specific - Use examples, not generalizations
  • Be balanced - Strengths and areas for improvement
  • Be constructive - Focus on improvement, not criticism
  • Listen - Give employee time to respond
  • Document - Take notes during review

Review Forms​

Essential Elements​

Employee information:

  • Name, position, department
  • Review period
  • Reviewer name

Performance ratings:

  • Exceeds expectations
  • Meets expectations
  • Below expectations
  • Needs improvement

Comments:

  • Strengths
  • Areas for improvement
  • Goals for next period
  • Development plan

Signatures:

  • Employee signature
  • Supervisor signature
  • Date

Common Scenarios​

High Performer​

Approach:

  • Recognize achievements
  • Discuss advancement opportunities
  • Set stretch goals
  • Consider additional responsibilities
  • Discuss compensation

Avoid:

  • Taking them for granted
  • Not challenging them
  • Ignoring their career goals

Average Performer​

Approach:

  • Acknowledge solid performance
  • Identify specific areas to improve
  • Set clear improvement goals
  • Provide training/resources
  • Regular check-ins

Avoid:

  • Being too harsh
  • Not providing support
  • Setting unrealistic goals

Underperformer​

Approach:

  • Be direct about concerns
  • Provide specific examples
  • Create improvement plan
  • Set clear expectations
  • Document everything

Avoid:

  • Avoiding the conversation
  • Being vague
  • Not documenting
  • Not following up

Difficult Conversations​

Addressing Performance Issues​

Do:

  • Be specific - Concrete examples
  • Be direct - Clear about concerns
  • Be fair - Give employee chance to respond
  • Be supportive - Offer help/resources
  • Document - Write it down

Don't:

  • ❌ Personal attacks - Focus on behavior
  • ❌ Ambiguity - Be clear about expectations
  • ❌ Emotions - Stay professional
  • ❌ Surprises - Shouldn't be first time hearing it

Goal Setting​

SMART Goals​

Specific - Clear and specific Measurable - Can measure progress Achievable - Realistic Relevant - Aligned with job/company Time-bound - Deadline

Examples:

  • Complete OSHA 30-hour training by Q2
  • Reduce rework by 15% by year-end
  • Lead 3 toolbox talks this quarter
  • Complete project management course by Q3

Follow-Up​

After the Review​

  • Document - Complete review form
  • Share copy - Give employee copy
  • File - Keep in employee file
  • Schedule follow-up - Set next check-in
  • Provide resources - Training, support

Ongoing Support​

  • Regular check-ins - Monthly or quarterly
  • Track progress - On goals
  • Adjust as needed - Goals may change
  • Recognize progress - Acknowledge improvements

Documentation​

  • Keep records - All reviews documented
  • Be consistent - Same process for all
  • Be objective - Focus on facts
  • Avoid discrimination - Fair treatment
  • Consult HR/legal - For terminations
Regular Feedback

Don't wait for annual reviews. Give regular feedback throughout the year. Annual reviews should summarize ongoing conversations, not be surprises.