Performance reviews are essential, but employees find the experience abhorrent. So, what can you do to deliver performance reviews better? To deliver effective reviews, you have to start early in the year by setting clear goals and expectations. And when it is time, you have to structure meetings in advance, provide feedback in a personalized manner, and follow up after the review. Set the stage early Performance reviews start at the beginning of the year with employees setting their goals. Here, you should set clear expectations for your reports and evaluation criteria that you will use for reviews later. Then, a couple of weeks before the review meeting, you can ask employees for a self-appraisal: their wins, losses, strengths, weaknesses, and learnings. Structure your meeting Avoid going with the flow and structure your review meetings. Like a movie script with three acts, you can deliver the review in three parts: explain the objectives, use tough or love, and let them respond. St...