What to Say in a Good Performance Review

A good performance review can be a pivotal moment for any employee. It’s not just a chance for managers to offer feedback, but also an opportunity to inspire and guide future performance. Here's how you can craft a compelling and constructive performance review, ensuring that it leaves a lasting impact and drives improvement.

Start by focusing on specific achievements. Instead of generic praise, highlight particular accomplishments. For instance, if an employee successfully led a project that increased sales by 20%, acknowledge this achievement explicitly. This not only reinforces the behavior but also provides a clear understanding of what success looks like.

Constructive feedback is crucial, but it should be delivered with care. Frame your observations in a way that encourages growth. For example, rather than saying “You need to improve your time management,” try “I’ve noticed that deadlines have been challenging. Let’s explore strategies that could help streamline your workflow.” This approach avoids placing blame and instead fosters a collaborative effort to find solutions.

Set clear goals and expectations for the future. A review should be a forward-looking document that sets the stage for continued development. Outline specific, measurable objectives and discuss how they align with the company’s broader goals. This provides a roadmap for employees to follow and ensures that they understand what is expected of them.

Offer support and resources to help employees achieve these goals. Whether it’s additional training, mentorship, or changes in workflow, make sure your review includes a plan for providing the necessary support. This shows a commitment to their development and demonstrates that the company is invested in their success.

Finally, end on a positive note. Reinforce the employee’s value to the team and express confidence in their ability to meet the set goals. Acknowledge their hard work and enthusiasm, and encourage them to continue striving for excellence.

Example of Constructive Feedback and Goal Setting

Achievement	Feedback	Goal Setting	Support Needed
Led project X	Excellent leadership and innovation	Increase project impact by 15%	Additional project management training
Improved sales Y	Strong sales performance	Develop new sales strategies	Access to advanced sales tools and seminars
Timely reporting	Good job on meeting deadlines	Enhance reporting accuracy	Regular check-ins and feedback sessions

By following these guidelines, you ensure that the performance review is not only a reflection of past work but also a powerful tool for future growth and development.