For many of us, the year’s end comes with a final burst of activity at work as we wrap up critical projects before logging off for the holidays and spending some much-deserved time with friends and family. As an employee, you may have an end-of-year performance review to undergo — and, if you’re also a manager, administer.
Besides being an occasion for reflection, the end of the year is also a time for looking ahead and developing growth strategies — for both your career and any people you manage.
Robert Half Canada has compiled the following performance review tips for employees and managers, helping both sides makes the most of this cheery-but-hectic period. From role and salary negotiations to celebrating with your teams, you can cap off another year with promise and purpose.
“As the year draws to a close, let employees reflect on their achievements and challenges, embracing the lessons learned. Managers, be the architects of inspiration, fostering a culture of gratitude and growth. Together, let's not just finish the year but lay the foundation for the next, with a shared commitment to excellence, collaboration, and the pursuit of new horizons,” shares Philippe Baron, Senior Associate with Robert Half Canada.
There’s a reason we compiled these performance review tips for employees and managers – for the latter, conducting performance reviews can often feel like navigating a minefield.
But fear not! With the right approach, you can transform these potentially stressful conversations into powerful tools for your employees’ growth and development.
Here are some tips to keep in mind:
Use Continuous Feedback: While end-of-year reviews remain important, successful managers know that feedback should be an ongoing process. By providing regular check-ins throughout the year, you'll create a culture of open communication and continuous improvement. This will help eliminate surprises during formal performance reviews and allow for timely course corrections.
Be Specific: When discussing an employee's performance, cite specific examples. For instance, don’t just say, “Your communication skills need work.” Instead, try: “I noticed during last month’s client presentation that you seemed hesitant to address questions directly. Let's work on strategies to boost your confidence in these situations.”
Listen with Empathy: As mentioned above, performance reviews are a two-way conversation. Create a safe space for your team members to share their thoughts and concerns. Active listening isn’t just about hearing words; it's about understanding the emotions and motivations behind them. This empathetic approach can transform a potentially tense conversation into a collaborative problem-solving session.
Set SMART Goals for the Future: Don’t spend too much of your employee’s performance review focusing on the past — use it as a launchpad for future success. Work with them to set Specific, Measurable, Achievable, Relevant, and Time-bound (SMART) goals. This could include targets for skill development, project milestones, or even opportunities for new responsibilities or promotions.
End on a Positive Note: Always conclude the review by highlighting your employee’s strengths and potential. This doesn’t mean sugarcoating areas for improvement, but framing them as opportunities for growth. A positive conclusion can motivate your team members to tackle challenges with renewed energy and enthusiasm.
Remember — effective performance reviews are about fostering growth, not just evaluating past performance. By following these tips, you'll establish a review process that energizes your team and drives your organization forward, ending the year on a positive note.
