How To Host A Productive Annual Review

Chris Dardis

December 18, 2017

The Ultimate Guide For The Best Yearly Review

Yearly reviews are meant to serve a very specific purpose. These meetings are meant to generate conversations between a leader and their individual team members to review the year’s successes and learning moments and to establish and agree upon goals for the new year.

Over the last couple of years, we have seen companies revamp their annual review meetings to improve upon these, sometimes awkward, conversations. Some companies have moved away from rating employee performance with a number. Other companies have reduced this meeting to a merit discussion. There are even some companies that have done away with annual reviews altogether and moved to quarterly reviews.

The key to a more impactful and productive annual review meeting is to ensure there are no surprises. If a leader is providing consistent and honest feedback throughout the course of the year, these meetings tend to run more smoothly.

There is not one best way to run these meetings, but there are signs that can help you understand if you are on or off track.

How you know you are doing it right:

It is a two-way conversation regarding accomplishments and future goals.
The meeting starts with having already read a list of accomplishments of which the employee is proud of.
You create and agree upon specific goals for the employee, together.
You’ve had progress check-ins at least once a quarter.

How you know you are doing it wrong:

This is the first or second time all year you have sat down with your employee, one-on-one, to discuss performance.
You realize that during the conversation, the employee has a laundry list of complaints that are new to you.
Your employee is surprised by your constructive criticism and then turns to criticism about your leadership.

Overall Yearly Tips

Reduce surprises by consistently offering immediate feedback throughout the year.
Hold individual one-on-one monthly meetings at the very least, but every two weeks would be best.
Always be reviewing your employee’s performance and providing feedback.
Hold a 360-feedback annual review: This means you allow the employee to fill out the annual review, so you can review it before going into the meeting with your managerial review.

If you put this advice into play, your yearly reviews will go much smoother and your employees will be on the right track to success.

If your company needs help finding the right talent, contact us today! For more career tips and advice check out Versique’s blog.

Chris Dardis / About Author

Chris Dardis is the President of Versique’s Consulting division. Having both corporate leadership and agency recruiting experience, Chris has the unique ability to understand his clients’ human capital needs and offer strategic consultative solutions.

Chris has more than 19 years of combined experience within corporate HR leadership positions and the executive search and consulting industry. This experience provides Chris with the unique ability to truly understand his clients’ human capital needs and offer strategic customized solutions. Chris’s HR network in the Twin Cities is second-to-none and provide value to his candidates and clients.

To find out how Chris can help your business’ HR department achieve greater success, you can contact him by phone or email at the bottom of the page.

Chris’s Approach
Chris understands that, as baby boomers retire and millennial’s enter the workforce, there’s no denying that things are changing. As the world around us progresses, employers expect a set of work competencies that are aligned with the skill demands of the 21st century. Whether your organization is looking for additional insight, an outside eye, or someone to enhance processes and boost productivity, Chris has a deep understanding of the role HR plays in the recruiting process and what it takes for HR departments to be successful both today and tomorrow.

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