Performance reviews: A manager’s guide

In the modern workplace, the performance review process is as anticipated as it is dreaded. It presents a unique challenge for managers: How can you effectively appraise an employee's work, considering their contribution's tangible and intangible aspects?

Ben Dattner's insightful perspective, as featured in Harvard Business Review, provides a thoughtful blueprint. Building on that, let's delve deeper into delivering a balanced and effective performance review.

The power of purposeful goals

Before you begin, understand why you’re conducting this review. Are you trying to foster growth, point out areas for improvement, or identify future leaders? These goals will shape your review. For instance, if you focus on nurturing talent, you might prioritise feedback encouraging personal development.

Tip: Share your draft with a trusted colleague or mentor. They can help ensure your review aligns with your goals.

Behaviour vs. personality: Striking a balance

While sticking to the facts is tempting, focusing solely on behaviour or specific incidents might miss the bigger picture. On the other hand, leaning too much into personality could come off as judgmental. The secret is to balance both.

Consider a situation where an employee consistently misses deadlines. Instead of just stating the fact, delve deeper. Is it a time management issue (behaviour) or an overarching attitude towards work (personality)?

Tip: For every personality-oriented feedback, support it with specific behavioural instances.

The delicate dance of authority

A common pitfall managers often encounter is the desire to be liked. But remember, your role is not about popularity. It's about leadership. While harmonious relationships are essential, it's crucial not to sugarcoat feedback. Your team members look to you for honest, constructive insights to propel their growth.

Tip: Use language that's assertive yet respectful. Statements like, "I've observed..." or "It might be beneficial if..." can be effective.

The tone: Your silent communicator

The words you use are only half the story. Your tone, both in writing and speech, conveys volumes. Positive feedback delivered in a dismissive tone loses its essence, just as constructive criticism with a harsh tone can seem unduly punitive.

For instance, saying, "You're always late to meetings", has a different tone than "I've noticed you've been late to a few meetings. Let's discuss how we can improve this."

Tip: Role-playing your review with a colleague can help you calibrate your tone appropriately.

Looking ahead: The follow-up

A performance review shouldn’t be the end but rather a stepping stone to an employee's future growth. Set clear, realistic, yet challenging goals for the coming period. These objectives should be a blend of performance metrics and learning targets.

Tip: Encourage employees to send a summary email post-review. This ensures mutual understanding and commitment to the agreed-upon goals.

Incorporating external models

While Dattner's approach is insightful, integrating other renowned models can further enrich the review process:

• The S.M.A.R.T goal framework - When setting post-review objectives, ensure they are Specific, Measurable, Achievable, Relevant, and Time-bound. This clarity can drive more effective goal-setting.
• 360-degree feedback - Get a holistic view of an employee’s performance by collecting feedback from peers, subordinates, and superiors. This rounded perspective can offer a more comprehensive review.
• The sandwich method - Begin with positive feedback, follow with areas for improvement, and conclude with more positive feedback. This method can soften the blow of constructive criticism, making it more digestible.

Conclusion: A continuous journey of improvement



Crafting a balanced performance review is both an art and a science. It's about understanding your team members, aligning feedback with overarching goals, and promoting growth.

As Dattner aptly put it, no one always gets everything right. However, managers can transform the review process from a mere formality into a catalyst for individual and organisational growth with a mindful approach, continuous feedback, and the intent to improve.

Remember, the journey doesn’t end with one review. It's an ongoing learning process, evolving and striving for excellence - both for the manager and the employee. So, gear up for this rewarding journey and make each review count!