National Learning Institute

Assessing performance and providing feedback

Tips for assessing performance and providing feedback

There is now substantial research data on performance appraisals and performance reviews that indicates that both managers and staff are in the main, unhappy with the process. Why is this? There are three main reasons:

• Performance is reviewed too infrequently (normally annually) and it thus becomes a "big deal" rather than normality
• The standards for measuring and assessing performance are unclear
• Comments on poor performance often outweigh the good results that staff have achieved

Tips for assessing performance and providing feedback . . .

• Ensure performance standards are discussed and agreed at the start of the review period. In particular, be very clear about defining with the staff member "How am I going to know when you are doing a good job?"
• Correct poor performance as it happens and do not include it in the annual review
• Conduct informal performance reviews regularly – at least quarterly
• Ask staff members how the performance review sessions can be improved
• Be sure to include discussion on career /professional development in the review sessions