Writing on the Job by Martha B. Coven

Author:Martha B. Coven [Coven, Martha B.]
Language: eng
Format: epub
ISBN: 9780691229959
Publisher: Princeton UP
Published: 2022-01-21T00:00:00+00:00

Performance Reviews

The purpose of a performance review is to help an employee improve. To be credible, it has to be fair. To be actionable, it has to be specific. Start by looking back at the employee’s previous review. What goals and standards were laid out, and how did you evaluate whether they were met? Be consistent and identify achievements and strengths the employee can build on, rather than lingering on weaknesses they’re unlikely to overcome.

Consider asking employees to write the first draft, sometimes called a self-assessment or self-evaluation. Encourage them to be as concrete as possible, both in reflecting back on their experiences and in setting goals they expect to be held accountable for in future reviews.

You may wish to solicit input from their peers as well, since they often interact more with each other than with supervisors and are therefore in a position to bring useful information to light. Some people also feel more comfortable praising a coworker than bragging about themselves. One caution: This approach only works in a well-functioning workplace, where biases or personal conflicts don’t cloud the judgment of the people providing feedback.

When it comes time for you to write the final review, you can structure your feedback in a criticism sandwich or by starting on a point of agreement, as noted above. If you’re inclined to go for the sandwich, keep in mind that there is always something positive you can say, even about a low performer, whether it’s about the approach they take or how they support their coworkers. For example, you might say “_______ has worked hard this year. The results have been mixed, and our clients have not always been satisfied. But lessons learned from those experiences may provide a foundation to build on in the future.” Note that the praise is limited (hard work), while the criticism is substantial (mixed results and dissatisfied clients). But it’s not so overwhelmingly negative that it offers no path forward.

If you are writing a performance review for someone who is performing so poorly that their job is in jeopardy, make sure you understand your organization’s HR policies and practices. You are creating a record that could ultimately be part of a legal dispute, so be fair and choose your words carefully.

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