What Comes After the Performance Review

Performance reviews are significant because they are intended to both compliment and correct employee behaviors. A performance review is not just about pointing out what an employee is doing wrong, but to also document all of the things that they are doing right. It should reflect their performance for the past year, though nothing should come as a surprise on it. Behaviors, both positive and negative, should be addressed as they occur. So why are performance reviews important and what comes after them?

Many organizations understand the practicality of completing performance reviews but are not using them to their full potential. Once a performance review is completed, it should not be filed away and forgotten about. That document should remain a point of reference for the following year. It is important to ensure that poor performance improves and productive behaviors continue. If an employee is a top performer one year, but the following year they are producing the bare minimum, that could indicate a sign of a deeper problem, especially if that is the trend across the board.

Performance reviews are not just meant to determine who is eligible for a raise compared to who should be put on a performance improvement plan. These evaluations give the organization practical insights into company culture, the efficacy of leadership, individual strengths and weaknesses, opportunities for growth, employee values, and so much more. They are a valuable resource at the organization’s disposal, not just a formality.

Once an employee undergoes their review, they should use that information to then map out their goals for the upcoming year and adjust their strategy accordingly. It would be helpful to provide them with their own copy of the review so that they can refer back to it. Managers should also use the employee’s evaluation as a point of reference throughout the year to monitor their progress. A performance review is not something that an organization should just use and then lose. It is only meaningful if an organization applies that knowledge moving forward.

It is important to understand that a performance review is not the endpoint, but merely a stepping stone on the path to greater achievement. Ensure that with each performance review, the conversation is honest, tactful, and intended for the growth of the individual and the success of the organization.

-Meghan Slaughter