How to Give a Meaningful Performance Review, According to This Team Leader

by Alton Zenon III
February 12, 2020
Navigating Cancer team
navigating cancer

Companies that deliver feedback to employees regularly experience 14 percent lower turnover, according to Officevibe. Additionally, 42 percent of millennials say they want feedback every week. 

Providing continuous feedback is something Clara Behnke, director of human resources at healthtech company Navigating Cancer, said is important for the success of individual employees as well as the business. 

“Managers should be giving feedback throughout the year during their regular one-on-ones around goals and performance so that employees can adjust to continuously changing targets,” said Behnke.

With almost 15 years of experience as an HR leader, Behnke said continuous feedback is key preparation for performance reviews. Regular check-ins keep employees from being blindsided during formal reviews and create opportunities for open dialogue around goal-setting and addressing challenges. 

 

Clara Behnke
director of human resources

How do you prepare for a performance review in order to ensure it’s a meaningful and productive conversation?

Preparation for a successful review is a continuous process. Managers should be giving feedback throughout the year during their regular one-on-ones around goals and performance so that employees can adjust to continuously changing targets. Business priorities are constantly shifting in today’s agile environment, so performance reviews need to follow suit. The days of the singular year-end annual review are long gone. 

Goals need to be clear and specific with milestones and expectations set in a measurable format.”

 

How do you format your reviews?

If the manager has done the proper preparation, the actual content of the review meeting should not be a surprise to the employee. The meeting should be a two-way conversation about what has been successful and what has been challenging. It should also address any blockers to achieving the employee’s objectives. 

The remainder of the meeting should be focused on setting future goals aligned with the overall company objectives. Goals need to be clear and specific with milestones and expectations set in a measurable format for the next feedback session. 

 

What advice do you have for delivering constructive feedback in a performance review?

Always start off with the positive and focus on the strengths an individual brings to the situation at hand. Then follow up with the gaps and areas for improvement. This will help the individual be more receptive to constructive feedback. Also, leave personal attributes out of the feedback and focus on objective situational items as much as you can. Lastly, make sure just as with goals, the feedback is specific and actionable.

 

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