Performance reviews are one of the most important responsibilities managers hold. Done right, they build trust, set direction, and provide employees with the guidance they need. Done poorly, they can erode morale and create frustration. These dos and don’ts provide a clear framework for effective reviews.
Strong reviews begin with preparation. Managers should gather evidence from projects, peers, and customers rather than relying on memory. This not only prevents recency bias but also demonstrates fairness. Encouraging self-reflection at the start of the conversation also helps employees feel ownership of the process.
Reviews should also be forward-looking. Feedback that ends with a coaching plan is far more powerful than feedback that only summarizes the past. Setting clear next steps, goals, and check-in points ensures that the review is part of an ongoing process rather than a one-time event.
Calibration is another key practice. In Involve More People in Performance Reviews, we explained how including multiple voices creates consistency across teams. This prevents discrepancies between managers and helps employees trust the process.
There are also pitfalls to avoid. Reviews should never be a surprise. If feedback has not been shared before, the process has failed. Managers should also avoid relying too heavily on a single rating. Numbers can provide structure, but growth happens through dialogue. As we discussed in Performance Review Rating Scales, scales are best used as part of a bigger picture.
Recognition should not be neglected. As Praise Specifically, Criticize Generally reminds us, balanced feedback means recognizing wins as often as addressing challenges. Without recognition, reviews can feel negative even when the intent is constructive.
Modern platforms like WorkStory streamline this process. By pulling in continuous feedback from Slack, Teams, and email, managers can reduce the time spent compiling notes and focus instead on the conversations that matter most.
For more guidance, see How Often Should Your Team Do Performance Reviews? or revisit Perceptions of Performance Reviews for a closer look at how employees experience these conversations.
