Strategies to Improve Your Performance Reviews

PsychPros Blog

NEW ideas for job searching & hiring from PsychPros, Inc.

More than a formality, performance reviews are an essential way to touch base with your employees. This should be a positive experience for both you and the team, so if you don’t feel like anyone is getting much from it, consider switching things up.

As the boss, your staff looks to you for guidance. Giving robust performance reviews helps them learn and grow. Find out how to overhaul your current process and turn it into something people really value.

Hold Reviews Quarterly

In the past, performance reviews were an annual activity, but modern managers have found this frequency largely ineffective. These days, innovative companies hold reviews throughout the year, because waiting until June to critique something an employee did in December really doesn’t make sense. Increasing the frequency of reviews makes sense for everyone, but will especially please your millennial workers who crave feedback from the boss.

Provide Specific Feedback

Your employees aren’t mind readers, so be precise with your comments. For example, telling a staffer they’re doing an excellent job is nice, but doesn’t really explain what they’re doing well. Instead, offer praise on their compassionate bedside manner, error-free reports and willingness to pitch in and help the team wherever needed. Hopefully your review is largely positive, but always speak the truth, because glossing over problems helps no one.

Set Actionable Goals

When goals are vague, it’s hard to know how employees are progressing. For example, telling a teacher his students’ standardized test scores need to improve leaves a lot of room for leeway, whereas saying they need to improve 10 percent in the next six months makes your expectations clear. Set the tone for success by ensuring you’re on the same page with employees.

Define Evaluation Standards

It’s not fair to assess an employees’ performance without first explaining the scale. Explain exactly what you want from the person and how their performance will be evaluated. Describe what — if any — role they’ll will have in the process. For example, if you expect them to complete a self-evaluation, review the form and explain how the information will be used. Let people know what type of performance will be considered good, excellent and not acceptable, so they have all the information needed to choose their route.

Make it a Two-Way Discussion

A performance review should be a dialogue, so do don’t do all the talking. This is your chance to meet one-on-one with an employee and find out what’s working with their job, what they’d like to change and skills they want to acquire in the future. The meeting will not be productive if people don’t feel like they’re an active part of it. Use this time to deepen your manager-employee bond.

Effective performance reviews offer a host of benefits, including boosting levels of job satisfaction and retention rates. To learn more about how we can help you find top behavioral health talent, contact us today at (513) 651-9500 or by email at

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