How to Run an Effective Performance Review
Turn appraisals into motivation + growth opportunities.
Learn the performance review formula that works.
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SMART Goals: Specific, Measurable, Attainable, Result-oriented, Time-phased
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5 Steps: Define goals → Align vision → Appraisal meeting → Follow-up → Recognize/reward
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Key focus: Key Result Areas + skills for job success
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Outcome: Motivated, engaged employees who deliver
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What separates motivating reviews from demotivating ones?
Effective reviews align individual goals with company vision/values, celebrate wins, coach growth. Poor reviews vague standards, no follow-up, focus only on problems.
Employees want: Clear success picture, development path, recognition. Managers often do: Skip preparation, one-way criticism.
Focus on 5 proven steps vs annual rituals.
1. Define SMART Goals/Standards (what "job well done" looks like)
2. Align with org vision/mission/values + Key Result Areas
3. Conduct Appraisal Meeting (review "should be" vs "as-is", identify gaps/opportunities)
4. Follow Up (goals + standards + flexibility + win-win)
5. Recognize/Reward (daily verbal, informal lunch, formal awards/bonuses)
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Reviews fail without clear standards + follow-through.
Common failures: Vague expectations, no measurement, one-time events, skip recognition. Result: Confusion, disengagement, turnover. Without SMART + follow-up, appraisals waste time.
Courses You May Be Interested In
Performance Reviews That Motivate
Goal Setting and Accountability
Leadership Training for Results: Unleash Talent in Others
