by Strategic HR Partners


by Strategic HR Partners

Performance Review
  1. Establish the purpose of the performance review meeting conversation: “What do you want the employee to leave the room with.”
  2. Outline your agenda for the meeting and ask the employee for their agenda as well: It’s a discussion, NOT a lecture!
  3. Review the relevant parts of the performance review form and discuss challenges and successes: Discuss ongoing challenges and find out what they have success in.
  4. Discuss ideas for development/action plan: It’s crucial to focus on the future.
  5. Agree upon specific actions to be taken by each of you: Both the manager and employee should leave the meeting with things to do.
  6. Summarize the performance review meeting conversation and express support: Encouragement will go a long way to success and employee confidence.

For more info, visit:


Subscribe to our free newsletter.

Related Posts

  • Who must create one? In Nevada all employers who have 11 or more employees have to develop a written workplace safety program. Employers who manufacture explosives are also

  • To recruit and select talent at the highest ability, you must first assess your current needs. Once you figure out the positions needed and get all the job

  • A performance appraisal is an evaluation done on an employee’s job performance over a specific period of time. It is the equivalent of a report card on an employee and how their manager

  • A Human Resource Audit is:  A comprehensive method (or means) to review current human resources policies, procedures, documentation and systems to identify needs for improvement and enhancement of