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A performance review, analysis, or evaluation is a formal review between a manager and their individual employee.  Performance reviews are meant to assess an employee’s strength and weaknesses.

Performance reviews are meant to be honest conversations, where feedback, guidance, and advice are offered. The manager, typically, reviews an employee’s core roles and responsibilities and will provide honest feedback on how the employee has managed those roles.

Performance reviews differ from weekly or bi-weekly one-on-ones, which are typically far more informal and task or project oriented.

A formal performance review is usually set by the company, meant to occur near or before annual compensation increases.  The purpose of the performance review is to identify high-and-low performing employees to ensure compensation is given out fairly.

When done correctly, performance reviews can be a great way to offer feedback on specific strengths and weaknesses.  The conversation is usually more formal, and you should be prepared with individual cases which can highlight your accomplishments for the past year.

Though many people do not like or enjoy performance reviews, and many companies are opting for more informal ones, they are an integral piece of the system.

Bringing use cases which can highlight your strengths and accomplishments will be beneficial for furthering the discussion and receiving feedback on how to sharpen your own skills.  Be accepting of negative feedback and critique of your work and ask genuine questions on how you can improve.

When negative feedback is given, don’t try and excuse a mistake or deny it happened.  It is far better to accept your shortcomings and work towards overcoming them.

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