Annual performance reviews are time-consuming and often stressful for everyone involved. Employees might find the experience intensely anxiety-provoking, especially if they've had poor reviews in the past. And supervisors often dislike the amount of work involved and how it can create unnecessary tension with their subordinates. But everyone involved can do things to make it a more positive experience, and use it as an opportunity to develop priorities and get valuable feedback for the year ahead.
For supervisors:
* Remember that criticism isn't helpful — you want to provide constructive feedback for your employees.
* Before you sit down with your employees to review their performance, ask them to reflect on what they think went well and what didn't go as well as they had hoped.
* Use it as an opportunity to get useful feedback for your own performance as a boss. Ask what you can do to help them achieve their goals.
* Don't wait until evaluations to discuss performance issues — check in with employees frequently instead.
For employees:
* If you don't check in with your supervisor on a regular basis, ask to set up a regular meeting.
* Come to your review prepared with your goals for the coming year, any questions you may have, and notes about what you need from your supervisor to do your job to the best of your abilities.
* Think big when you write out your goals — new skills, new responsibilities, and your long-term future with the company. A good boss wants to help you grow!
* Engage thoughtfully with feedback. Remember that performance reviews are meant to help you be the best you can be.
