How to Conduct a Performance Review When You're a Manager or Leader

When you're a new manager or leader, it's important that you learn how to conduct a performance review with your staff. Performance reviews, or employee evaluations, are an effective way to evaluate how your staff are performing. You need to know this so you identify gaps in their skill-set and provide training or support to help them improve. It's also a good chance for you to hear directly from the employee about their motivations, career aspirations and goals.

Performance reviews are a critical part of your job as a manager and leader. In order for you to conduct them well and have a great performance review (that your employees will love), you need to know the basics and learn the tried and true structure for conducting performance reviews at work.

In this video I reveal how to prepare, conduct and follow up after a performance review. Don't go into the performance review without any plan or preparation. This is a recipe for disaster! You need to be structured in your approach and this video will help you do that.

Let's boost your leadership and management skill and learn how to conduct a great performance review!

Timestamps:
00:00 How to conduct a performance review.
00:21 What is the purpose of a performance review?
1:01 How to prepare for a performance review?
1:20 Notes you need to prepare.
02:01 You need to ask your employee to do this.
02:58 Create an agenda for the performance review.
03:54 How to conduct a performance review.
04:17 Two really important points.
05:22 These are the 7 talking points for a performance review
12:05 How to follow up after a performance review
13:05 Questions to ask in a performance review

🌟 SAMPLE AGENDA FOR PERFORMANCE REVIEW
1. Casual chit-chat (2 mins)
2. Review the agenda (3 mins)
3. Employee growth since last performance review (5 mins)
4. Current performance (15 minutes)
5. Areas for improvement (10 mins)
6. Career plans (10 mins)
7. Targets, goals and actionable for next performance review (10 mins)

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[normadee]

The best and most detailed video i've seen on this issue. Thank you ❤

[ethansjsmith]

This is amazing. I figured it was suppose to be something like this. I've been working for 23 years and not once have I had a performance review anywhere near what was described. I'm hoping to experience this at my next place of employment. I'll be re-watching this video a few times to let it all soak in so that I can be a great people leader. Thank you so much!

[omonylawrence]

This is the best performance review I've seen. Many thanks Kara

[deanblair]

I am prepping for conducting my first official performance review next week, as well as prepping for my first (upcomming) professional review in many years. Your presentation is Very Helpful! Thank you so much 🙂

[NishatShahriyar]

Thank you for this kara. Learned a lot. Surely going to implement this on my year end review!

I have no experience in one on one's and my style of leadership so this is really helpful for me, all your content is gold, thank you ❤

[valiyaveettilmohdibrahim]

High level learning experience . Thank you so much Madam

[Narindersingh-qfqr]

Madam, excellent work. Please keep it up.

[yessadamine]

helpful video thank you so much for this explain

[pradeepbhatnagar]

Vry well explained Ma'am the topic nd as a professional I find it very inspiring.Useful vdo.lecture with new concepts which is very admirable.vry innovative nd knowledgeable lecture.Thanx.A leader is the back Bone of any Sector so he should be humble nd matured overall.Thanx👍👍

[mariaanitatafalla]

thank you! this helped me improve my teams performance review

[opuvari]

Thank very much for your educative message Karoronin. can you share a how to develop a Action plan after a performance dialogue. PR. what elements should I look at for Primary School grade preprinary to Grade 7.

[vikramdaga]

Often in large companies, most people get strong or meets expectations rating. This is how the system is structured. Therefore ratings higher than meets expectations are rare at least in the beginning years. This makes the employees who are full of motivation feel like no matter what they do they cannot get better ratings. Some employees also ask directly what they could have done better to get better ratings. If they already did good work, the manager’s answer most often is unsatisfactory. Any suggestions on this matter? Thanks for your insightful videos!

[hema]

How does one deal with non performance of team member,

[jyotirmaydeb]

Since your presentation was very commendable the entire things you've covered was also acknowledged.
But in the first phase of your video an add popped up? Kara ma'am I think this should not be there.

[ladyshanny-mtkm]

Which questions am I supposed to ask during a performance review