Mark Pearl

Make sure review is accurate and helpful


  • Needs to understand the care for which you observe them
  • The more accurate they feel the review, the more they value the process


  • Is it useful for the person to understand this, will it make a difference
  • Suggest strategies, people they want to connect with and training that may be beneficial
  • Think about patterns or trends

To form the review first review the data

  • your notes
  • attendance records
  • work samples
  • employee’s self review
  • 360’ feedback
  • Third-party feedback
  • Achievement, times they have been recognised

Self review

  • make sure it’s completed on time
  • consistency between narrative and self-ratings
  • gaps between how they rated themselves and their own work

Writing the review

  • start with writing the narrative, what’s the overall impression of the employee
  • only once you have written the narrative then put ratings

Language review

  • remove any emotional words
  • remove extreme words or phrases (horrible, brilliant)
  • frame things as opportunities (your client is very angry with you vs. you have an opportunity to improve your client relationship)

References Training Video Performance Management: Conducting Performance Reviews with Todd Dewett

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