How do I conduct a good performance review?

Many employers conduct a performance review with employees once or twice a year. This discusses, among other things, the performance of the employees. What should you as an employee pay attention to during a performance review? A performance review takes place between the manager and the employee. The employee’s performance is central to the conversation. These conversations do not only take place if the employee is performing poorly. Most managers and supervisors have a fixed annual evaluation moment with all employees. Not only the employee’s performance is discussed, but also factors that can influence performance and that can be improved.

The purpose of a performance review?

Not everyone sees the usefulness of a performance review. Supervisors and managers often do not take it seriously, which means that such a conversation misses the point. The goal is not to criticize the employee, but to improve the quality of performance. As a second goal, employers can hold such a conversation to motivate and involve the employee in the company. It should be an equal conversation for both parties where matters are discussed that are not discussed in other situations and occasions.

Is a performance review useful?

The CNV conducted a survey among its members about the added value of these conversations. Most employees saw no added value. They had to rate the conversations with a grade. The average score did not exceed a 5. This is of course also partly caused by managers and executives who do not see the added value themselves.

Tips for conducting a performance review

1) Make sure you are well prepared

By preparing well you can protect yourself against possible comments from the manager. If you have previously had a performance review, you can go through it again. These conversations are generally recorded in writing. By preparing well you may be able to refute any objections. You would also be wise to read your job description again. This states exactly what the employer expects from you. You can consult examples of performance reviews on the internet to gain insight into the course of such a conversation. A regular question you probably receive is: What are your areas for improvement for the future.

2) Make an overview of your achievements

By writing down in advance what you managed to achieve during the period to be evaluated, you can easily convince the manager of your performance. The manager may not have insight into all your results.

3) Start thinking about your next step in your career

The future will also be discussed in a performance review. What are the long-term ambitions? Which courses are included? Agreements must be made about what you want to achieve in the coming years and how you will achieve it.

4) Working conditions

A performance review is also an ideal time to discuss other issues that are bothering you. If there are any frictions within the team or other matters relating to work or performance, you can bring this up.