Performance Review: Helping Staff Members Prepare for the Meeting

performance review

The Performance Review Meeting

Do the managers in your business complain that their staff members don’t contribute enough to performance review meetings? Do they find the meetings revolve around them (the manager) doing most of the talking? Much as they try to involve their staff there’s often a real difficulty for managers in making the performance review meeting a two way discussion

When I’ve experienced situations like this I could always (in retrospect) identify that I hadn’t helped my staff member prepare well enough for the meeting

So how can managers help their staff member to prepare?

Here is a performance review checklist taken from my video ‘Motivating Your Staff by Monitoring and Reviewing Performance’. Managers can give this checklist to the employee to help them prepare for the meeting


In order to prepare for our performance review meeting I’d like you to consider the following:

1. Performance against the agreed objectives

Please bring examples of work which demonstrates your achievement of the objectives;

• Identifying achievements and successes

• Identifying areas for improvement

• Highlighting any barriers to performance

• Including examples of special projects / work done ‘above and beyond’ the objectives

2. Performance objectives review

Please consider:

• Any changes facing the team or business that will require new performance objectives

• Any performance objectives that are no longer appropriate or need amending

3. Developmental needs

Please consider any development needs you might have. These might relate to:

• Building on your strengths

• Addressing any areas requiring improvement

• Meeting future challenges

4. Job satisfaction

Please consider the following questions:

• What gives you the most satisfaction in your work?

• How could we ensure you maintain or improve your satisfaction?

• Are there any other ways you and I could improve your job satisfaction?

• Is there anything I could do; more of, less of, or differently in order to improve your job satisfaction?

Performance Review Summary

The principal here is simple. The more time and effort the manager puts into helping their staff member prepare for the performance review meeting the more likely that meeting will be a collaborative, two way conversation that results in both improved performance and improved satisfaction

Would you like a step-by-step guide – that you can read in just 10 minutes – on how to run motivational performance appraisal / review meetings?

performance appraisalThen why not take a look at my Kindle book ‘A step-by-step guide to running performance appraisal meetings that that motivate your staff to higher performance and higher job satisfaction’

This guide was easy to read, well structured and easy to follow… I particularly liked: the emphasis on motivation; the inclusion of job satisfaction ( not something I had come across as a specific appraisal topic before); the approach of drawing in the staff member to the whole process ( making them prepare and getting them to give their views first); the idea of sharing performance feedback and that the manager should be prepared to change their mind on whether objectives have been met in the light of information given by the member of staff.

You can check it out on Amazon (and try a sample) HERE

Leave a Reply