How To Write A Performance Review: 5 commonly used methods with examples


1. Introduction


A performance review is a crucial part of an employee’s development. It is an opportunity for the employer to give feedback on the employee’s performance over a specific period of time. It is also a chance for the employee to reflect on their own performance and to set goals for the future.


There are a number of different methods that can be used to write a performance review. The most common methods are listed below, along with examples of each.


1. The sandwich method


2. The star rating method


3. The trait method


4. The behavioral method


5. The 360-degree feedback method


Keep reading to learn more about each of these methods and how to use them to write a performance review!


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2. Why write performance reviews?


Performance reviews are an important part of the workplace. It is beneficial for both the employer and the employee.


For employers, performance reviews provide a way to identify and track the progress of their employees. This can be used to provide feedback, set goals, and evaluate overall performance. Performance reviews also provide employers with insight into ways to create a better working environment, identify changes that need to be made, or determine which employees are ready for promotions.


Employees benefit from performance reviews too. Performance reviews provide employees with important feedback about their job performance, which can help them stay motivated and determined to reach their goals. Performance reviews can also help employees clearly know what their job responsibilities are, what their tasks are, and the areas they need to improve in.


Overall, performance reviews serve one purpose: they help employers and employees alike learn, develop, and evolve in the workplace.


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3. 5 commonly used methods for writing performance reviews with examples


Performance reviews often follow a standard format, and understanding that format can help you become better prepared to write an effective performance review. Here are 5 commonly used methods for writing performance reviews with examples:


1. Narrative/Storytelling: This type of performance review involves creating a story of the employee’s contribution to the company. This could include specific examples of excellence, successes, and ongoing projects.


Example: “Jane has shown excellent initiative since she joined our team, leading several high-profile projects with success. She is highly organized and reliable, and has been able to develop and maintain an in-depth knowledge of the organization’s operations and procedures.”


2. Goal-Based: This type of performance review involves setting and tracking progress for specific goals and objectives.


Example: “John has succeeded in meeting his goal of increasing profitability for his department by 25 percent. He has been able to do this by streamlining procedures and introducing new technologies and strategies. He has also been able to train and motivate his team to strive for excellence.”


3. Quantifiably Measurable: This type of performance review looks at hard data to assess performance.


Example: “Sam has consistently exceeded his monthly sales targets by at least 10 percent. He has also shown a consistent track record of meeting or exceeding his customer satisfaction targets.”


4. Skills Based: This type of performance review assess


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- The "Plus, Delta, and Suggestions" method


The Plus Delta and Suggestions method is another type of performance review that involves a three-step process: evaluating the employee’s current situation, giving a summary of their performance to date, and offering suggestions for improvement.


The Plus Delta and Suggestions method focuses on both positive and negative aspects of a performance review. The "Plus" part of the method provides the employee with praise for strong performance and notable accomplishments, while the "Delta" part discusses areas of improvement or areas that need to be changed. Finally, the “Suggestions” part of the methodology is used to provide concrete suggestions on how the employee can make these changes.


For example, “Plus: Adam has made excellent contributions to the team and has successfully completed all of his projects on time. Delta: The quality of his work has been inconsistent and he has had difficulty handling customer complaints. Suggestions: Adam should attend training on customer service techniques and utilize the tools available to him to better plan, monitor, and execute on his projects.”


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- The "Sandwich" method


The Sandwich method is another type of performance review. This method focuses on providing constructive criticism in a respectful and encouraging way. The idea is to “sandwich” criticism between two compliments. This type of structure ensures that the criticism is taken in a more positive way than if the criticism had been presented on its own.


Like with Plus Delta and Suggestions, the Sandwich involves a three-step process. It begins with a positive statement, which is “the bread” that encloses the “meat" of the review. Next, there are the areas of improvement and/or criticism, which are considered the “meat” of the review. The process is completed with a “bread” statement that focuses on the employee’s strengths and accomplishments.


For example, “Adam has made excellent contributions to the team and has successfully completed all his projects on time. The quality of his work has been inconsistent, and he has had difficulty handling customer complaints. However, Adam has identified ways to improve his performance, and I am impressed with how proactive he is about correcting his mistakes.”


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- The "Start with the Positive" method


The “Start with the Positive” method is a way to begin a performance review on a positive note. In this type of performance review, the employer starts by focusing on the employee’s successes, skills, strengths and the good things they have accomplished. This boosts the employee’s confidence and encourages them to do better in the future.


Next, the employer moves onto the more critical part of the performance review. The employer addresses the areas that need improvement. It should be done in a constructive way that leaves room for improvement. The employer should also provide useful feedback and guidance in order to help the employee improve their performance.


The review ends with focusing on the positive aspects again. This will help the employee feel more motivated, encouraged and positive about their performance. The goal of this type of performance review is to ensure that the employee leaves the meeting feeling that their contribution to the team is appreciated and valued.


For example, “John has demonstrated excellent leadership skills and has been a great team player. He has successfully completed all the tasks assigned to him, and his customer service skills have been exemplary. However, he could focus on improving his interpersonal skills and his communication with other members of the team. He could also benefit from improving his negotiation skills. All in all, John is a highly motivated and capable leader, and I am certain that he will continue to exceed expectations.”


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- The "Problem-Area First" method


The “Problem-Area First” method is one of the most common ways to conduct a performance review. This approach starts by first identifying the areas that need improvement in the employee’s performance. This should be done in an objective and constructive way, in order to give the employee realistic goals to achieve and enough room to grow.


The review should then focus on the areas in which the employee has performed well and praise them accordingly. This will give them confidence and motivation to perform better in the future.


Finally, the employer should set realistic goals for the employee to work towards in the future. These goals should align with the overall goals of the team and organization and should be achievable.


For example, “John needs to improve his ability to work independently. He should also focus on communication within the team and make sure that everyone is heard. He has excellent problem-solving skills and should use them to reach new heights in his career. However, he has been a great team player and an effective leader. I am confident that with the right guidance and growth in his knowledge, his performance will considerably improve.”


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- The "Accomplishments Only" method


The “Accomplishments Only” method is when a manager uses the performance review as an opportunity to encourage and praise the employee’s professional growth. This approach focuses on the positive accomplishments of the employee and outlines what they have achieved so far.


The review should highlight the employee’s growth and highlight the things they have done well. It should also provide actionable feedback that can help the employee reach the next level of performance.


For example, “Anna has done a great job in the past months, achieving amazing results. She was able to solve complex problems with ease, exceeded her targets and was highly appreciated by her colleagues. I am confident that she can do even better if she keeps up the good work and takes on more responsibility in the upcoming months. Anna should also focus on developing her communication skills as that can help her become an even better team player.”


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4. Which method is best for your organization?


The best approach towards writing performance reviews is the one that fits your organizational culture and goals. There are five commonly used methods for writing performance reviews, each with its own advantages depending on the objectives of your organization.


1. The Accomplishments Only method focuses on the positive outcomes and accomplishments of the employee and provides motivating feedback, helping further their professional growth.

2. The GROW method encourages employees to learn from their accomplishments, while also highlighting their needs for development and improvement.

3. The Behaviorally Anchored Rating Scale (BARS) method, evaluates performance based on a set of pre-determined, behaviorally driven benchmarks and then scores progress.

4. The Checklist method allows for easy assessment of the employee's performance and the tasks assigned to them.

5. The Forced Ranking method compares the performance of one employee against another and then ranks them in terms of their scores and performance.


While each method has its own advantages and disadvantages, organizations must find the methods that suit their culture and objectives best.


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5. How to make performance reviews more effective


Performance reviews are an important part of any successful organization, but they can also be stressful, intimidating, and time-consuming. However, with some thoughtful planning and thoughtfulness, performance reviews can be a more positive, meaningful experience for all parties involved. Here are five tips on how to make performance reviews more effective:


1. Set Clear and Reasonable Goals – Before conducting a performance review, define what is expected of the employee and set clear and achievable goals. Doing so will ensure that everyone involved is on the same page and aware of what is expected from them.


2. Understand the Behavior – Take the time to really understand the behavior that is being reviewed. Ask questions and thoroughly examine the employee’s performance to get a better understanding of how they’ve been doing.


3. Refrain From Making Negative Comments – Avoid making negative comments during the course of the conversation and focus instead on constructive criticism. This will ensure that the conversation remains productive and will keep the review focused on the objective.


4. Utilize Specific Examples – Be sure to provide specific examples when mentioning any accomplishments or areas of improvement. This will help the employee to better understand their progress since the last review.


5. Make a Plan of Action – After discussing the performance, provide the employee with a plan of action for the future. This will help them to focus on their goals and will provide concrete steps for improvement.


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6. Conclusion


Performance reviews are an essential part of running any successful business. They provide feedback and ensure that employees are doing their job according to the expectations set for them. Through clear and achievable goals, understanding the behavior, avoiding negative comments, offering specific examples, and making a plan of action, you can make the performance review a more effective process.


Furthermore, with the increasing use of technologies such as Artificial Intelligence (AI) and Automated Machine Learning (AutoML), the traditional methods of review are being replaced with more efficient ones. With the increased accuracy and reliability of AI-based performance reviews, managers can quickly and accurately assess the performance of everyone in their team.


Ultimately, performance reviews are an essential part of running a successful business. Through the correct use of technology, such as AI and AutoML, performance reviews have become even more efficient and accurate. By following the above steps, businesses can ensure that each and every performance review is conducted in an effective manner.






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