http://www.reviewsnap.com/performance-reviews.cfm | Performance evaluations can be difficult, both for the person receiving the review and the person delivering it, but they don’t have to be. Learn about tips on delivering effective reviews and a software solution that is helping to bring all members of an organization together to achieve common goals.

2. Performance reviews can be
challenging, even for the least
sensitive among us. It’s nice to
receive praise, but not so nice to
hear about our shortcomings and
areas for improvement.
Reviews can be awkward and
uncomfortable, but they don’t
have to be.
The performance review process is
evolving. In the past, reviews were
almost exclusively limited to a sit-
down discussion between manager
and employee. Today, savvy
managers are taking a more
comprehensive approach to
reviews, using technology to their
advantage to get a more
complete look at employee
performance.

3. There’s been some debate in recent years
about whether annual performance reviews
are still useful; some employees prefer on-the-
spot feedback over annual reviews.
Employers can and should respond to their
employees’ requests for more prompt and
regular feedback, but eliminating annual or
biannual reviews is not the best solution—both
types of feedback are valuable.
Let’s explore the benefits of formal
performance reviews and the importance of
adopting a review process that fits the culture
of your organization.

4. A formal, sit-down performance review doesn’t have to be uncomfortable—it
all comes down to the delivery and ongoing communication.
Think of a performance review as an opportunity to praise, evaluate, mentor,
coach, and help your employees find solutions to any problems that may
have emerged.

5. Benefits for employees:
They provide an opportunity for employees to
communicate what is and isn’t working and ask for
additional training and tools.
They provide an opportunity for employees to set goals
for themselves.
They provide an opportunity for employees to make their
case for a wage increase or promotion.
Benefits for managers:
They provide managers with a formal opportunity to
praise employees, offer wage increases and promotions,
and identify areas for improvement.
They help employers communicate the goals of the
company.

6. A performance review does nothing more than create a paper trail if it’s generic and doesn’t
match your company culture.
If your corporate culture emphasizes innovation, open communication, and cooperation, it
only makes sense to evaluate employees on these things during their review.
A one-size-fits-all review process misses the mark—managers should consider factors like
whether the review process should be goal-based or competency-based, and whether the
review will be ratable (e.g. on a point scale) or open-ended.

7. Author Daniel Pink argues in his book
Drive: The Surprising Truth About What
Motivates Us that three main factors
motivate employees today:
1. Autonomy—the desire to direct our
own lives
2. Mastery—the urge to perfect a skill
or skillset
3. Purpose—the desire to do
something larger than ourselves
Money is a motivator, but praise from a
manager is an even bigger one.
Consider these things as you develop
your review process.

8. Address any issues constructively,
and bring up each issue separately,
discussing it completely before
moving on.
Involve employees in setting goals
during the review process.
Consider incorporating an
employee self-review process into
the overall performance evaluation.
Self-reviews allow employees to think
critically about their performance
and additional tools they may need.
Avoid using negative phrases that
can damage morale. Use clear,
non-judgmental language that
focuses on the quality of the
employee’s work, not their
character.

9. Performance review software is an excellent
tool for customizing employee review forms to
suit your industry and your organization’s
culture, mission, values, and goals.
Coupled with a 360 degree feedback solution
that enables your staff members to submit
and receive detailed feedback from
managers and colleagues, your employees
get a complete look at their performance.

10. The workplace is evolving, and so should your
performance review process.
The old carrot-and-stick (reward and
punishment) approach that prevailed for
centuries simply isn’t as effective anymore.
A review process that gives your employees a
complete look at their performance, which
includes constructive feedback from
colleagues and managers, is more in line with
the changing corporate landscape.

11. Reviewsnap offers an all-in-one performance
management software solution that helps
organizations manage performance appraisals,
compensation tracking, and peer-to-
peer/manager-to-peer appraisals. Reviewsnap is
a complete, fully automated, self-service
performance management system that offers
user-friendly, reliable and affordable on-demand
Software as a Service (SaaS) solutions.
Reviewsnap helps organizations and employees
succeed by bringing everyone together and
aligning them behind shared goals.
Learn more about our innovative software
solutions at www.reviewsnap.com.

12. Sources
• http://www.entrepreneur.com/article/225560
• http://blog.reviewsnap.com/employee-review-process-to-fit-your-
company-culture/