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How to Deliver Constructive Performance Reviews to Your Team

Last Updated: Jun 8, 2022 | Executive Coaching

Performance reviews can be stressful for both the reviewer and the reviewee. You want to make sure that you’re fairly assessing past efforts and goals while also identifying areas for improvement in a constructive, positive way.

The key to making the most of performance reviews with your team is to be prepared. Keep reading to find out Arden Coaching’s top tips for constructive performance reviews below.

Make Reviews an Ongoing Effort

Even though performance reviews have a yearly connotation, personalized feedback shouldn’t be a one-time event.How to Deliver Constructive Performance Reviews to Your Team Executives should regularly review performance with their direct reports on a one-on-one, monthly basis to keep up with developing challenges and make sure that they have the resources they need to work toward these annual goals.

Throughout these monthly meetings, take notes. Develop a file on each of your team members that you can pull up when you need to. When it’s time to conduct annual reviews, looking back at this compilation of discussions will make it far easier for you to assess that person’s performance.

Keep Things Constructive

Executives regularly need to be able to have the types of conversations that take place during performance reviews. Often, these can be chats that take courage. The good news is, you can use reviews as an opportunity to practice and get better at having these difficult talks.

You want these conversations to be straightforward, honest, and open. Create a game plan ahead of time and be sure to practice what you want to get across. Take into consideration things like your tone, body language, etc. You don’t want to come off as accusatory but rather address shortcomings through a lens of improvement. Maybe that’s something the person needs help with directly or a process or structure at your company that needs strengthening.

Ideally, you want to have the person you’re meeting with be an integral part of his or her own action plan for better results in the coming year. But if you have specific areas of improvement you’d like to help them address, make sure that you offer a plan for how these things will take shape.

Provide Support and Resources

You also want to make sure that your people have the support they need to achieve the goals you’ve laid out together. Whether this is converging initiatives and providing them a colleague to team up with or getting them in touch with a mentor or executive coach from outside the company, showing that you’re willing to work with them and provide them with what they need to be successful will help keep the review positive and geared toward the future.

With preparation and careful planning, performance reviews can be a great opportunity for your team to learn and grow within their roles and be better prepared for the challenges that lie ahead. If you’re seeking a supportive partnership for one of your executives, Arden’s esteemed coaches are here to help. Contact us today to discuss your needs in a complimentary coaching consultation.

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