Boring things about writing performance reviews that no one talks about - manager's guide | Keka (2023)

The "Performance Appraisal Guide" we are about to show you will ensure you outperform your employees, a lifetime of happiness, and a very good review culture.

Maybe. Who will say But a better manager certainly will.

if you are newperformance reviewsSo let's take a look at what exactly employee performance appraisal is.

A performance appraisal is a formal evaluation of an employee's performance over a period of time. Managers identify their employees' strengths and weaknesses and provide feedback along with a set of actions that sometimes relate to a particular employee's future in the company.It is very important to define who should leave a review, how often and who will review it.

Also, don't confuse reviews with results.Performance Rating. The former focuses on progress during the cycle, while the latter focuses on results. Therefore, areas for growth or progress should be discussed early in the review process.

Managers have mixed feelings about the responsibility of performance reviews. But we guarantee that if you follow the steps below, you'll be able to write better performance reviews without lowering your team's morale.

Before we get started, we know that not knowing a few sample sentences before writing a review can be painful, especially if you're short on time.

(Video) Employee Performance Review - An Easy How-To-Guide

We understand the situation, so here is the list.86+ sample employee feedbackfor you.

Let's do it.

Make feedback continuous

It all starts here. Simply conducting a performance review throughout the year is much worse than no performance review at all. So set up your process correctly. Do it regularly and set your cadence. However, we understand that this is the hardest part.


Because most people are afraid to write and read their thoughts. Therefore, it is better to keep the feedback constant and aongoing conversationbecause you won't remember everything that happened on the last day of term.

You don't want employees to feel judged just for that day. You certainly don't want to come across as someone who is now simply criticizing (although your goal may be to point out areas for improvement) in order to lower your financial score.

Spend time onKRAS. Setting up all the metrics includes broader level monthly tasks, end goals, future goals, daily tasks and more, plus you need to constantly talk to your people.

Regular check-in support

When things aren't going well, your team may try to get away with saying they're unclear on weekly plans or goals. You need to take control of the situation throughOne by onemeetings with your team. 24/7 1-on-1 meetings are a tool where one person can't just walk in and say they weren't aware of the goals.

(Video) PERFORMANCE REVIEW TIPS FOR EMPLOYEES | How to Prepare for a Performance Review

Depending on whether you are doing a quarterly review (every 3 months) or an annual review (every 12 months), take as much time as you have in a week/month to set up interviews with your team. We're not talking about group meetings, but individual settings, because it allows your employees to talk about things they wouldn't otherwise.

Movement creates emotions. Accept that it's hard to start writing reviews consistently, but do it anyway.Enjoy 1:1 meetingsto eliminate awkwardness and create a healthy team bond.

Be honest and express yourself clearly

As a manager, you must master the art of listening. This is a trait that will help a team member to explain the current situation. Remember, no one is perfect. Even your most effective employee, because there will always be room for improvement.

Since all of your employees will have some issues, you need to identify them while maintaining a clear line of communication. Positive or negative, discuss it with the employee and try to keep your wording simple and clear.

When writing reviews, the general rule of thumb is to keep paragraphs to around 2-4 sentences. Even the most complex comments can be simplified.

Choose your words well

The more we delve into this topic, the more we want to show you that what matters is what you write, not how much you write. While there is no perfect template for performance appraisal, you do need to choose your words carefully, otherwise you can catch fire.

First, clarify "What exactly is the problem" instead of saying "there is a problem". Second, use action words instead of general words.

Third, keep track of each employee's skills and qualifications in a skills matrix layout. It pays to know exactly what skills, competencies, experience, etc. your team members have. It allows you to identify critical tasks and requirements for the present and the future.

(Video) Performance Review Tips

Here's an image of some keywords you can use to write reviews:

Boring things about writing performance reviews that no one talks about - manager's guide | Keka (1)

Give constructive and practical feedback.

Every manager talks about "what to do." The problem is that most people are aware of this. Be a better manager by telling your employees "how to do it."

Show your team members not only what they missed in the past, but also help them develop an action plan to be prepared for the future.

Still don't get it?

In the case of poor performance (say, for example, Raj on your content team isn't doing well), don't just write "Your work is not good and not focused" but describe the problem without burning bridges personal. .

  • Focusing on the important tasks will help Raj eliminate distractions and complete the project on time. It will help both of us if we can catch up quickly each morning.

You see, this not only helps Raj understand where to improve, but also shows positive signs of improving his relationship with you (his boss).

Your people want to achieve the best results, trust them and instead of writing vague sentences try to explain the problemclearly written commentsit's doable. This is the kind of genuine feedback that everyone deserves and it's your responsibility to provide it.

(Video) Don't Bury the Annual Performance Review: Andris Strazds at TEDxRiga

remove prejudice

Not all employees have to work more than 12-hour days, not all employees have to do the same amount of work, and not all employees have to be evaluated in the same way. Each employee has a distinct role and a set of goals that they are trying to achieve.

If they don't, you need to sit down with them and figure out what went wrong. It would be great if you could do this on a weekly or monthly basis as you'll be able to review issues right away and fix them instead of having a page full of issues on the last day of the year.

It is best to include self-assessment andmutual opinion. For example, in a.360 degree overview,You'll look at the knowledge, skills, competencies, abilities, and attributes, but you'll also consult with the peers of the person you're about to assess. To avoid missing links, let your people rate themselves so there is no last day bias.

Sandwich criticism between praise

Even the worst employees do something right when it comes to their jobs. Courtesy, good team member, punctuality, organization, etc. These are just some of the qualities that any team member can have despite not performing well overall.

Hitting only the negatives is not the way to go. Think of feedback like creating your favorite cheeseburger. Part of the criticism should be the burger wrapped around the positives like a bun.

Correct. Be careful because every word counts. Nothing more and nothing less.

goal alignment

As an organization grows, culture becomes extremely important. Each member of the team counts, as well as the effort of each of them for the good of the organization. Appreciate your team, which is what approximately 93% of employees wantemployee recognition.

Show the importance of each team member, and also work to align the three goals (individual goals, team goals, and organizational goals). Create a strengths-based culture.

(Video) Appraisal Meeting Tips For Employee | Performance Review Meeting With Manager | Simplilearn

How Keka helps with the feedback process

Employee performance reviews are difficult for both managers and employees, especially if there is no feedback system in place that produces great results. To help, we suggest havingperformance management systemasCzechas your friend

Because? Because your employees are tired of annual inspections. They want immediate and ongoing feedback. We understand you have a lot of work to do, so why not let the performance management system handle the manual scheduling of tasks and focus on writing relevant reviews for your team?

APPROX. That's it... now go write your team's performance review!


What not to say in a performance review as a manager? ›

8 Things Managers Should Never Say During a Performance Review
  • "You're a likable person." ...
  • "You can come off a bit bossy at times." ...
  • "You need to pay more attention to your tone." ...
  • "You need to take the emotion out of it." ...
  • "There's nothing more you can be doing." ...
  • "You could have done a better job with [project]."
Mar 5, 2020

Why do some managers hate the performance evaluation? ›

You are unapproachable as a manager

Your words of motivation go a long way in determining their performance. However, if you are unapproachable either because you're always in and out of meeting or travelling a lot, they naturally fear performance appraisals because of the absolute lack of interaction.

What is the biggest mistake of all project manager's make when giving feedback? ›

Giving top of mind feedback

The most common mistake that managers make when it comes to giving a review is not preparing for it. It's too often seen as something to get to after all the other important work is done, and not as an important part of the work process itself.

What are the three most important arguments about why performance reviews don t work? ›

The list is long as to why annual performance reviews don't work, but at the top are reasons such as; they cause tension and anxiety, are often based on subjective measurements and don't provide necessary recognition for a job well-done or feedback for improvement.

What not to say as a manager? ›

6 things a manager should never say to an employee
  • “I don't pay you so I can do your job” or “Can't you just figure this out?” ...
  • “You're lucky you work here” or “You're lucky to have this job” ...
  • “We already tried that” or “This is how we've always done it” ...
  • “No” ...
  • “I'll take that under consideration”

What not to do in performance reviews? ›

Give Too Much Or Too Little

Providing too much or too little feedback can make for a poor performance review experience. If a manager wants employees to be successful, they need the chance to grow. At the end of the day, that helps everyone and supersedes any feelings of fear around giving feedback.

What is the #1 reason why managers fail? ›

And according to Steve Smith, the author of Managing for Success: Practical Advice for Managers, the main reason why most new managers fail is because they were never properly trained to manage.

How do you deal with an inadequate manager? ›

How to deal with an incompetent boss
  1. Assess your opinion. Before you take any active steps to address the situation, it's essential that you assess your opinion to ensure that what you're seeing is actually incompetence. ...
  2. Try to help. ...
  3. Adapt your approach. ...
  4. Speak to them. ...
  5. Consider reporting them. ...
  6. Change your work environment.
Dec 18, 2022

What is the halo effect in performance appraisal? ›

What is the Halo and Horn Effect? The Halo and Horn Effect is a type of implicit bias where one's performance is viewed through an unfair lens (either positive or negative) that comes from an unrelated attribute, such as personality, physical traits, or previous work experience.

Why are managers afraid to give feedback? ›

Lack of Confidence. The number one reason that managers don't want to give their employees feedback is because they lack the confidence to do so. Many managers simply don't know how to give feedback. Fear is something that holds most of us back in life, but managers experience this trifold when it comes to feedback.

Why are managers uncomfortable giving feedback? ›

Reason to give feedback: Fear of how an employee will respond to feedback is one of the top reasons managers avoid or delay giving feedback. An employee may become defensive when feedback sounds like criticism, fault-finding or disciplinary, especially if it is the first time the employee is hearing the information.

What is a common mistake that many managers make? ›

According to 1,400 executives polled by The Ken Blanchard Companies, failing to provide feedback is the most common mistake that leaders make. When you don't provide prompt feedback to your people, you're depriving them of the opportunity to improve their performance.

What are the 2 obstacles to performance reviews? ›

It is possible to identify several common sources of error in performance appraisal systems. These include: (1) central tendency error, (2) strictness or leniency error, (3) halo effect, (4) recency error, and (5) personal biases.

Why performance reviews are not effective? ›

Performance evaluations are too formal.

There is little room for an open dialogue, creating an uncomfortable environment for employees. Too much formality can cause employees to be less open to criticism. To maximize efficiency, a performance evaluation should be short and to the point.

What are the 3 core questions of performance reviews? ›

Questions about the employee's overall performance. Questions about the employee's strengths. Review questions about possible areas of improvement. Questions about the employee's current role.

What annoys managers? ›

Complaining too much about your tasks or work, in general, could annoy your manager. You're all in this together, and everyone in the company is stressed and has enough problems; so, don't be the one who complains a lot because this is the nature of having a job.

What is an unprofessional manager? ›

What is an unprofessional manager? An unprofessional manager is a staff member in a leadership position whose behavior or comments don't adhere to their organization's code of conduct or that negatively affects staff, customers or the business overall.

What not to say to HR? ›

What should you not say to HR?
  • The general rule is don't bring your everyday complaints to HR. They're not there to make your job better or easier and they might fire you simply because they don't want to hear it. ...
  • Discrimination. ...
  • Medical needs. ...
  • Pay issues. ...
  • Cooperate with HR if asked, but be smart about it.

What are the golden rules for performance review? ›

The golden rules for conducting a performance review meeting: Managers should be prepared by referring to a list of objectives and their notes on performance throughout the year. Sufficient time should be provided for allowing a full discussion. Building a friendly, supportive and an informal environment.

What is an unfair performance review? ›

An unfair performance review rebuttal is a counterargument you might share with your manager after they give you negative feedback. While you may agree with some of the things your manager said about your performance, you may have felt like they didn't consider your hard work or efforts in their feedback.

Are companies doing away with performance reviews? ›

The New Trend: Get Rid of the Performance Review

With the growing hatred for reviews, leaders in HR and beyond are looking for alternatives. This has led to a trend to get rid of the performance review entirely by companies like Deloitte, Adobe, Accenture, and most recently, GE.

Why do managers lose good employees? ›

When the manager ignores difficult team members and the problems they cause, strong performers often get frustrated. They also may dread coming to work for fear of having to deal with their toxic coworkers. That leads to unhappiness on the job and is a big reason why good people leave.

What is one of the most difficult tasks for managers? ›

Communicating effectively with employees

This creates one of the biggest challenges for managers – bridging the distance with effective and timely communication skills. Good managers need to develop advanced listening and speaking skills as they play a huge role in the success of their team.

What is the biggest problem managers face? ›

Here are some of the most common challenges managers face and how to overcome them: Decreased performance levels. Being understaffed. Lack of communication.

What is an example of a manager that is ineffective? ›

Showing favoritism: Giving too much attention to some people while ignoring others is a recipe for disaster. Those who are overlooked will feel resentment toward the ineffective manager, and the situation will have a negative impact on their work performance.

What is managerial incompetence? ›

Incompetent managers are unable to provide consistent and realistic guidance. They may provide overly optimistic revenue and profit forecasts. If they are unable to meet these forecasts, stakeholders lose faith in management. For public companies, it means lower stock prices.

How do you outsmart a toxic boss? ›

7 tips for dealing with a toxic boss
  1. Give them feedback. Some managers might not be aware of just how toxic their actions are, Casciaro says. ...
  2. Try understanding (not excusing) their behavior. ...
  3. Make other connections. ...
  4. Cultivate self-care. ...
  5. Ask for help. ...
  6. Join forces with others. ...
  7. Get TF out.
Apr 18, 2023

What is the first impression error in performance appraisal? ›

First Impression Error – The tendency for a manger to make an initial favorable or unfavorable judgment about someone, and then ignore subsequent information that does not support this impression. Similar-to-Me Effect – The tendency to more favorably judge those people perceived as similar to the leader.

What is leniency effect? ›

a type of rating mistake in which the ratings are consistently overly positive, particularly regarding the performance or ability of the participants. It is caused by the rater's tendency to be too positive or tolerant of shortcomings and to give undeservedly high evaluations. Also called leniency bias.

What are the common problems in performance appraisal? ›

The 9 most common errors in performance appraisal
  • Partiality. ...
  • Stereotyping. ...
  • Halo effect. ...
  • Distribution errors. ...
  • Similarity errors. ...
  • Proximity errors. ...
  • Recency error. ...
  • Compare/contrast error.

What are three common reasons that leaders avoid giving feedback? ›

Why Leaders Avoid Giving Feedback
  • Relationship Slippage. ...
  • Pursuit of Perfection. ...
  • Fear of Bringing Them Down. ...
  • Old Dog, New Tricks. ...
  • Financial Results Are All the Feedback They Need.

Can a manager belittles you? ›

Bosses that bully question your ability by belittling your opinions and ideas. This behavior may take place in private or in front of others. They also may blame you for problems at work while boasting that their skills are responsible for good outcomes.

Why do I feel intimidated by my manager? ›

Your lack of confidence and self-worth may be contributing to your feelings of intimidation far more than anything they are doing. I realize this may be hard to fathom, but think about it. Perhaps you're feeling uncertain about yourself and that's being projected onto your boss.

Can a manager be condescending? ›

A common workplace issue that many employees have is dealing with a condescending boss. In most cases, “condescension” is simply the person's tone of voice and nothing else. Employees often claim that their boss's words aren't even the problem; it is the overall feeling of being spoken down to.

What is the hardest part of giving feedback? ›

One of the toughest challenges of giving feedback is getting the timing right. In an effort to keep things professional, many managers wait for performance reviews to provide employees with any constructive feedback.

What do bad managers lead to? ›

Bad managers lead to low engagement. Low engagement leads to declining productivity and higher turnover. If decreased productivity and increased turnover aren't reasons enough to stop the practice of having bad managers, consider this: bad managers lead to increased stress, major health issues, and even death.

What are the mistakes that supervisors should avoid? ›

Avoid the Nine Common Mistakes New Supervisors Usually Make
  • Indecision. ...
  • Making all the decisions. ...
  • Lack of a plan and goals. ...
  • Not meeting with your direct hires immediately. ...
  • Trying to fix all the problems at once. ...
  • Not giving your employees the authority to do the job. ...
  • Not supporting your employees. ...
  • Resisting delegation.
Aug 24, 2021

What is your failure as a manager? ›

It also includes not being able to formulate plans, ideas, or strategies as expected within the role or not being able to execute the already formulated ones. Not being able to cater to the needs of the employees and stakeholders also comes under the failures of a manager.

What is the most important part of a performance review? ›

The most important aspect of a performance review is the review conversation. Preparing for the conversation will help guide a productive conversation. Consider what to communicate and what you want to learn: Review accomplishments, strengths, obstacles, and areas for development.

How do you disagree with a performance review? ›

If you review the assessment objectively and feel it is off base, write a rebuttal or provide comments on your performance appraisal. State clearly why you disagree with the evaluation. A rebuttal aims to add a permanent record to your review.

What not to write in a performance review? ›

Avoid using words like "always" and "never" in employee appraisals. Employees rarely "always" or "never" do something, whether it is positive or negative. Using extremes can leave you open to employees who want to argue and prove that they did what you accused them of "never" doing.

What is one of the major drawbacks to performance evaluation? ›

One major risk of using performance evaluations is that some managers unconsciously favor employees that possess similar characteristics as the manager. Bias causes managers to focus more on the personality and style of the employee instead of the actual achievements.

What is the most common reason for employees not making good use of feedback? ›

Fear. Lack of training in delivering feedback magnifies what is likely the most common reason managers avoid feedback: fear. There are many fears that stem from the idea of giving feedback.

What are the 3 C's of performance? ›

UNC Professor Elad Sherf recommends using the framework of the three Cs — Clarity, Contextual Meaning, and Composure — as a guide for turning every performance review into an opportunity to demonstrate empathy and help employees achieve lasting growth, learning, and improvement.

What are the three C's of performance management? ›

Employee expectations have changed when it comes to performance management, and organisations must embrace these three Cs – continuous, crowdsourced, and coaching – if they want to stay in step with today's human-centric work culture.

What is the best question to ask at performance review? ›

Here are a few questions you might ask: “What do you feel I've done well in the past year [or however long it's been since your last review]?” “What do you think my strengths are as a [role]?” “Have you seen improvements in [area your manager asked you to work on in the past]?”

What should I say in a performance review as a manager? ›

Explain your experience in the workplace

Talk about your experience in the workplace and mention any questions or concerns you may have about day-to-day tasks. Employers often appreciate insight into individual employee experiences so they can adjust their expectations and goals to better fit their needs.

How do you defend yourself in a performance review? ›

How to defend yourself in a performance review
  1. Keep calm. ...
  2. Listen and reflect. ...
  3. Own up to mistakes. ...
  4. Focus on the future. ...
  5. Ask if it is okay to discuss a point further. ...
  6. 6 Ask clarifying questions. ...
  7. Back up your defense with evidence. ...
  8. Reference previous feedback.
Feb 3, 2023

What should a manager say in a review? ›

You're a strong communicator and express your thoughts and ideas clearly and respectfully.” “You communicate directions and expectations effectively.” “Your peers appreciate your willingness to listen to others.”

What is the role of manager in performance review? ›

Managers are responsible for providing employees with constructive feedback on a regular basis. Throughout the evaluation period, managers give their employees ongoing support, feedback and counseling on performance issues and, when necessary, disciplinary and corrective action.

How do you write supervisor's comment on employee performance appraisal? ›

How to write an effective performance evaluation comment
  1. Review past and present performance. If you only do formal reviews once a year, it's easy to provide feedback only for things that are fresh in your mind. ...
  2. Be honest and clear. ...
  3. Provide concrete examples. ...
  4. Choose your words carefully. ...
  5. End on a positive note.
Mar 10, 2023

What should I write in a performance review example? ›

Most reviews will include your evaluation of the employee's performance in areas such as:
  • Quality and accuracy of work.
  • Ability to meet established goals and deadlines.
  • Communication skills.
  • Collaboration skills and teamwork.
  • Problem-solving skills.
  • Attendance and dependability.
Jun 2, 2022

What are three 3 things that are important when participating in a performance review? ›

“A performance review meeting should be 50-50; a two-way conversation between your manager and you about strengths, successes, weaknesses and skill gaps. Make sure you're prepared with questions for your supervisor, too, and think strategically about how you can contribute to the conversation,” Jones says.

How do you crush a performance review? ›

Be ready to tell your manager how you've improved over the past year and how you plan to address any issues going forward. Acknowledging your weaknesses and how you're going to fix them tells your manager that you've taken the time to make a self-assessment of your performance.

How honest should you be in a performance review? ›

Be totally honest and forthcoming about the employee's performance, but remember: Anything else you say can and will be repeated later. Talk about negative personality traits. No employees argue with positive comments about their personality.

Should you rate yourself high on performance review? ›

If you've exceeded expectations, go ahead and rate yourself high. List the best of your achievements and play up the results. As long as you can back up what you say, bragging is acceptable.

Why is my boss putting off my review? ›

There could be many reasons for this; maybe your boss a) has simply forgotten; b) isn't comfortable giving feedback; c) is plain lazy; d) has some bad news for you and is procrastinating; or e) wants to give you that raise, but has been told by upper management to hold the line on salaries and to postpone all reviews.

What do you write in an end of year performance review? ›

What you should cover in your end review summary
  • Your accomplishments. ...
  • Your everyday responsibilities. ...
  • Skills and qualities areas to improve. ...
  • Priorities of the company. ...
  • Your career's next steps. ...
  • Inquire about who to network with. ...
  • Suggest new practices. ...
  • Suggest tools you require to improve your work.
Feb 3, 2023

How do you give negative feedback to a manager? ›

Tips for Giving Feedback to Your Boss
  1. Think about your tone. Sometimes giving feedback can make you feel vulnerable and cause you to get emotional. ...
  2. Talk in person. ...
  3. Address it as soon as possible. ...
  4. Focus on work. ...
  5. Give feedback on one thing at a time. ...
  6. Be solution-oriented. ...
  7. Give positive feedback.
Feb 28, 2023

What are 3 ways that a manager can prepare for a performance review? ›

7 Performance Review Tips for Managers
  • Prepare ahead of time. ...
  • Speak carefully and ask the right questions. ...
  • Listen as much as you speak. ...
  • Give specific examples for both good work and areas of improvement. ...
  • Track employee progress. ...
  • Have next steps for after the meeting. ...
  • Make performance reviews a regular exercise.
Feb 1, 2021


1. Annual Performance Review Best Practices
(Stephen Goldberg)
2. The secret to giving great feedback | The Way We Work, a TED series
3. How to deal with presentation stress and anxiety
(Expert Academy)
4. 6 Tips for Productive 1:1 Meetings with Your Manager
(Jeff Su)
5. How to communicate your assessment of an employee's poor performance
6. Appraisal Discussion With Employee And Manager | Appraisal Meeting Tips For Employee | Simplilearn


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