Rivermate | Product owner - Andrew Simon

Global Work Glossary

What occurs during a performance review?

Performance reviews are vital components of effective performance management, serving as formal assessments aimed at improving job performance. While traditional reviews were formal, modern approaches often entail casual one-on-one discussions between managers and employees, fostering continuous improvement.

Objectives of Performance Reviews

Performance reviews serve multiple stakeholders, including employees, managers, and the organization itself, by evaluating performance and identifying avenues for development. Key objectives include:

  • Enhancing the performance appraisal system by setting clear goals and expectations
  • Providing regular feedback to motivate staff and discuss strengths and weaknesses
  • Simplifying the promotion process by identifying high performers
  • Guiding underperforming employees through goal setting and skill improvement
  • Identifying training needs for professional development
  • Creating performance improvement plans through evaluations
  • Recognizing achievements and introducing reward initiatives
  • Improving company culture by empowering employees and addressing concerns

Preparation for Performance Reviews

Employees can optimize their performance reviews by:

  • Making notes on discussion topics such as strengths, weaknesses, and goals
  • Preparing specific examples of improvement since the last review
  • Conducting a self-evaluation to streamline discussions
  • Preparing questions for the employer to ensure comprehensive discussions

Preparation for Performance Reviews as an Employer

Employers can ensure productive reviews by:

  • Outlining performance expectations and goals
  • Providing regular feedback throughout the year
  • Maintaining necessary documentation and seeking feedback from others
  • Creating a system of constructive communication
  • Practicing active listening and maintaining transparency

Performance Review Cycles

Performance reviews follow various cycles, including:

  • Ad-hoc reviews for urgent performance commentary
  • Monthly reviews for accountability
  • Quarterly reviews for feedback and goal setting
  • Annual reviews for formal assessments and development planning

Implementing a continuous performance conversation model ensures ongoing improvement and engagement. Performance management software can streamline the process, especially for large or remote teams, offering templates, surveys, ratings, and more.

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