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5 Tips for A Great End of Year Review

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It’s that time of year again! Decking the Halls, lighting candles, joy and holiday merriment! Living it up before the reality of new year’s resolutions means no more candy and cookies! Oh, and end of year reviews. Also known as annual performance reviews, and the source of some stress for both employees and management alike. But there’s no need to dread them. We’ve got 5 simple tips to streamline preparation and make sure employees really benefit from the experience.

Pre-appraisal Questionnaires

We’re all about improving workplace culture, and a big part of that is the collaborative experience. Encouraging employees to feel pride and a sense of ownership by having their thoughts and opinions heard. To this end, the first tip is to send out pre-appraisal questionnaires in advance. Ideally, send these out at least two weeks before you plan to do assessments. If you didn’t do it this year, that’s ok. As in everything: progress not perfection. And the end of this year is not too soon to be thinking ahead to next year. Ideally this is something you give consideration to throughout the year. Your questionnaire should include questions like: 

  • What were your key accomplishments?
  • Which changes to time management, if any, were most effective?
  • What are your top priorities for the next 6 months?
  • What has/hasn’t worked in regards to communication with management?
  • How have you improved in the past year?
  • What changes would you like to see?  

This will help employees come into the review better prepared, and make them feel like they are more part of the process. As a manager, it will help to focus your review and give a better idea of how to concentrate your time. 

Make Use of a Compliment Sandwich

Everybody loves a compliment sandwich! And with good reason: it’s the best way to deliver negative but necessary criticism. As a manager, it’s probably the worst part of the job when you need to correct part of your team. But if you shy away from it, you aren’t doing your job. So start with positive feedback. While the main purpose of a review may typically be to correct a performance or behavior, positive reinforcement for the parts of the job they are doing well is just as important. Create a non-threatening environment for the review itself, and set the tone by showing your appreciation for a job well done. Be as specific as possible, or it will sound generic. Then work into your key points, areas that could be improved and some concrete steps to attain the goal. Setting goals is crucial. The review isn’t just about rehashing the year – it’s a tool for improving the new year. And just like new year’s resolutions, a vague feeling for what could be improved is unlikely to result in real change. You want to sketch out a blueprint for specific change and a precise path for getting there. Now stack your compliment sandwich by finishing up with reiterating the positive. 

Remember It’s a Two Way Street

This employee was hired for a reason. They are capable and their point of view is just as legitimate as yours and offers insight into operations that you may not see day-to-day. Listen to their ideas and criticisms with open ears and an open mind. Take notes, and don’t just file them away for a year. If you commit to changes that would benefit the performance of your team, make sure you follow through on those changes. Nothing improves the culture of the workplace quite like the workers feeling as though management is on their side. 

Identify Potential for Advancement

Sometimes an employee is so good at what they do, it almost goes unnoticed – they’re like the oil in the gears. The review is a great time to ascertain if you’ve got a hidden gem that’s being underutilized, or even if you’ve got a great employee who might just not be in the right department or in the best role for their personality or skill set. 

Follow Up

Don’t skip this step. It’s important for both underachievers and overachievers. If you’ve agreed to help with something, this is the chance to check in and make sure your help has been effective (and will hold you accountable to any promises you make). It’s also a chance to change the approach if it hasn’t been working. And in the situation where you find yourself needing to terminate an employee, it allows both you and them to know that every effort was made to make it work. 

 

Remember this is a great chance to encourage professional development, improve the dynamic of the workplace, and build relationships with each member of your team. Take a little time to both prepare employees ahead of time, and come in prepared yourself, and it will be smooth sailing!

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