Key Points for Managers in Performance Review Process

• Be Objective and Specific: Base your feedback on concrete examples and measurable outcomes. Avoid generalizations and focus on specific behaviors or results relevant to overall performance.
• Maintain a Balanced Perspective: Provide both positive feedback and constructive criticism. Recognize achievements while also addressing areas for improvement.
• Active Listening: When receiving feedback, listen attentively without becoming defensive. Seek clarification if needed and show appreciation for the input.
• Foster a Growth Mindset: Frame feedback as opportunities for development rather than criticisms. Encourage continuous learning and improvement.
• Focus on Actionable Feedback: Avoid dwelling on isolated incidents or providing feedback that cannot be acted upon. Instead, concentrate on behavior patterns and areas where concrete improvements can be made.
• Set Measurable Goals: Establish clear, quantifiable objectives for the upcoming review period. Use SMART criteria (Specific, Measurable, Achievable, Relevant, Time-bound) to ensure goals are well-defined and progress can be tracked effectively.
• Follow-up and Action Plans: Based on the feedback, develop clear, actionable plans. Set goals and timelines for improvement and schedule follow-up discussions to track progress.