Performance appraisal interviews: A guide

 

Performance reviews are a regular occurrence in many companies. Whether you’re a team leader or work in human resources, you’ve probably participated in several. These meetings are designed to review goals, identify needs and understand how each member of the organisation is feeling.

 

Although they can sometimes cause anxiety, the aim is not to 'control', but to create an environment in which open conversation can flourish, bringing clarity and alignment. When carried out properly, they provide motivation, opportunities for learning and planning for the future.

 

 

So, what exactly is a performance review?

 

It is a periodic meeting between an employee and their manager to analyse progress, performance and overall well-being at work. It enables both parties to review the evolution of objectives, identify challenges, recognise achievements, and agree on next steps. It is also an opportunity for the employee to share any concerns, ideas or suggestions for improvement.

 

 

How to prepare an effective performance review

 

For the meeting to be effective, it should be well prepared and tailored to the individual professional. In a first-time review, for example when someone has recently joined the company, it helps to understand how they are settling into the role and to clarify expectations.

In recurring reviews, previously discussed points can be revisited and progress evaluated.

 

 

Key steps of the meeting

 

• Review previously set goals: before starting, revisit what was agreed upon during the last review, including what was expected, what has been achieved and the team's next steps.

• Analyse performance and results: Break down the objectives and assess the individual's progress. The aim is to identify what has worked well and what has been more challenging.

• Acknowledge strengths: It is important to highlight what is working well. Recognition boosts motivation and builds trust.

• Identify areas for improvement: Feedback should always be constructive and respectful. The focus should be on identifying opportunities for growth and guiding the person forward, not on assigning blame.

• Set new objectives: Now that you have all the necessary information, it’s time to agree on the goals for the next period. These objectives should be realistic and achievable, and aligned with the needs of the project.

• Listen to the employee’s feedback: The review is also an opportunity for the employee to share their experience of day-to-day work and suggest improvements. This feedback is crucial for identifying needs that might otherwise go unnoticed.

• End the meeting with a clear summary: before finishing, it is helpful to recap what was agreed and clarify the responsibilities of each party. This final step helps to prevent misunderstandings and establishes clear direction.

 

 

Why are performance reviews important?

 

When conducted well, performance reviews strengthen the relationship between employees and their managers, foster a healthy work environment and help build more cohesive, motivated teams.