Performance Reviews & Coaching
PURPOSE
Performance Reviews & Coaching provides a structured process for evaluating employee performance, recognizing accomplishments, addressing improvement opportunities, and supporting professional growth.
Regular coaching and performance reviews strengthen communication, increase accountability, improve employee engagement, and help individuals reach their full potential while contributing to the organization's success.
Without consistent feedback and coaching, performance issues often go unaddressed, employee development slows, and expectations become unclear.
PROCEDURE
Schedule performance reviews on a consistent schedule.
Review the employee's goals, responsibilities, and performance expectations.
Evaluate performance using measurable results and documented observations.
Recognize achievements and celebrate accomplishments.
Discuss strengths and identify opportunities for improvement.
Collaboratively establish goals and an action plan for continued growth.
Identify training, coaching, or development opportunities.
Document the review, agreed-upon goals, and follow-up actions.
Schedule regular coaching sessions to monitor progress.
Conduct follow-up reviews to recognize improvement and maintain accountability.
SUCCESS BEHAVIORS
The most effective leaders consistently:
Give feedback regularly, not just during formal reviews.
Recognize accomplishments as often as they address challenges.
Coach with the intent to help people grow.
Listen before offering solutions.
Set clear expectations and measurable goals.
Follow up on commitments made during the review.
COMMON FLOW RESTRICTIONS
Performance reviews lose value when managers:
Save all feedback for the annual review.
Focus only on mistakes instead of growth.
Give vague or subjective feedback.
Avoid difficult conversations.
Fail to document goals and action items.
Never follow up on agreed improvements.