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Year-end performance reviews tend to go south, meaning they often do not go well or are not productive.
There are several factors that contribute to this problem. One is that employees may feel anxious or stressed about the review process, especially if they are unsure of how they will be evaluated or if they will receive a raise or promotion. Additionally, managers may feel overwhelmed with the amount of work that goes into preparing for and conducting the review, which can lead to rushed or superficial evaluations. This can create a sense of frustration or resentment on both sides, which can make the review feel more like a confrontation than a constructive conversation.
There are several steps that can be taken to improve the year-end performance review process. One is to clearly communicate the purpose and expectations of the review beforehand, so that employees know what to expect and can prepare accordingly. It can also be helpful to involve employees in the process by giving them an opportunity to self-assess and provide input on their own performance. Finally, it is important to focus on ongoing feedback and development throughout the year, rather than waiting until the year-end review to address any issues or concerns. This can help to create a more positive and productive review process that benefits both employees and managers.

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Managers and employees alike can botch the entire process if they're not careful. Performance reviews should be a time to reflect on accomplishments, set goals for the future, and identify any areas of improvement. But all too often, these reviews turn into shouting matches or long winded arguments. Here are some tips to help make sure your year-end review goes smoothly.

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Here is a short list of a few items that can derail a performance review:

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1. Being defensive when receiving feedback

2. Making promises you can't keep

3. Focusing on the negatives instead of the positives

4. Not being prepared for the review

5. Not being respectful to your manager

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Let's take one example and discuss it further - Being defensive when receiving feedback


When you're receiving feedback, it's important to be open-minded and listen to what your manager has to say. If you're defensive, you're not going to learn anything from the review and it will only damage your relationship with your boss.


There are a few things you can do to avoid being defensive:


1. Listen carefully to what your manager has to say.

2. Don't interrupt.

3. Avoid getting defensive or argumentative.

4. Take time to process the feedback before responding.

5. Ask questions if you don't understand something.

6. Thank your manager for their time and feedback.

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If you're a manager, be clear and concise in your feedback. Avoid giving criticism that is vague or overly negative. And if you are providing negative feedback, ensure you have evidence to support it. Also, be sure to focus on the positives as well as areas of improvement. Also, avoid making any promises you can't keep - such as promotions or raises. If you can't deliver on what you've promised, it will only damage your relationship with your employees.


Important Message For Managers:

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  • The performance discussion should be fact based. Start with the business objectives and results that were committed to at the start of the year.
  • Use the business objectives and results as a guide for the discussion.
  • Balance the feedback. Identify areas of strengths and opportunities for improvement
  • For any opportunities for improvement, provide evidence/facts. Tie it back to the agreed to business objectives and results
  • Ideally, the performance review should not surprise the employee as you should have been providing feedback throughout the year.
  • In the event any allegations towards the employee will be made such as: 1 - You are a liar. 2 - No one likes you. 3 - You are lazy. 4 - You don't roll up your sleeves. 5 - You talk to much. 6 - You ask too many questions. 7 - You don't do what you are told, etc. You should engage HR and ensure you have clearance to make those allegations.
  • Ensure you provide accurate and detailed meeting minutes.


If you're an employee, be prepared to discuss your accomplishments and goals for the future. Avoid getting defensive if you receive criticism - instead, try to see it as constructive feedback that can help you improve. And above all, be respectful of your manager's time and opinions.

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Important Message For Employees:

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  • We all know most managers are struggling to stay afloat. Rather then expect them to book bi-weekly or monthly meetings to provide and receive feedback. You should go ahead and book them yourself.
  • Ensure the meetings center on your agreed to business objectives and expected results.
  • If you did not receive any feedback or minimal feedback throughout the year, be prepared to be surprised. Know that managers are under pressure to fill a quota. They can't all have star performers. They need to balance between star, mid, and low performances.
  • Understand that managers will gravitate to the mid performers as this requires less paperwork. For star and low performers. Managers need to show supporting paperwork, meetings, etc that took place throughout the year. Hence they will try to avoid these ratings.
  • When you enter the meeting and it does not go as expected. Just take the feedback. Ask if there is any supporting evidence/facts so that you can review it and then exit the meeting. Asking for time to digest the discussion and have a proper response back.
  • Ensure you document every word and capture it as meeting minutes.

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With a little preparation and thoughtfulness, the year-end performance review can be a productive and positive experience for both managers and employees. By following these tips, you can help ensure that your review goes smoothly and is productive for everyone involved.

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