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How to Run Effective Review Meetings

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.

Start with what matters most

Review meetings are not thrillers. Both you and your employee know the purpose of the appraisal. So, after you have told them the objectives of the meeting, it is better to cut to the chase and deliver the main message that will have the most impact on the employee. For example, if compensation is part of the review, discuss it first.

Tough or love

Most managers favor a "balanced" review with part praise and part criticism—a technique that almost always backfires. Employees despise template reviews, sugarcoating negative feedback, and "feedback sandwich" the most. You need to categorize your employees and then use the "Tough or love" technique by either recognizing their achievements or being tough for missing on goals.

Start, stop, continue

For your employees with good overall personalities, focus on the behavior for course correction. Use the "Start, stop, continue" method for behavioral nudges: Start this, stop that, and continue these.

Follow up

At the end of the meeting, ask your employees to send an email with their next steps or goals and how you can help. Following up on those goals is key to employee development.

There's no "one size fits all" template to run perfect review meetings. No matter how factual you make the evaluations, some employees will always find them judgmental. Still, these research- backed suggestions will help you improve the quality of review meetings, develop your employees, and fulfill the company's goals.

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