Performance Appraisal Tips for Managers to Support Team Growth

Are you finding performance appraisals stressful and ineffective for both managers and employees? Perhaps vague goals, unhelpful feedback, and a lack of focus on development make these reviews a missed opportunity.

That’s where performance appraisal tips for managers come in. In this blog, we’ll summarize some actionable tips for managers, drawing from successful strategies leading companies use.  

What Are Performance Appraisal Tips for Managers?  

Effective performance appraisal tips for managers are prepared by reviewing goals and self-assessments. They focus on both achievements and development areas and use specific examples.

You should make it conversational by asking questions and actively listening. Discuss future goals and provide clear action steps for improvement.

This collaborative approach supports engagement and empowers employees to reach their full potential.

7 Realistic Performance Appraisal Tips for Managers

Performance management software becomes handy for managers and employees when conducting performance appraisals. The software records progress, feedback, appreciation, achievements, and more to help managers evaluate fairly.

Tip #1 Extend help and possibilities for advancement during assessments

• Support

Let’s say Sarah on your team is struggling to meet deadlines. Instead of just pointing it out, offer solutions. 

“Sarah, I’ve noticed deadlines have been tight lately. Is there anything specific causing this? 

Maybe we can lighten your workload or explore time management tools together?” This shows you care and are invested in their success.

• Opportunity

John excels at data analysis but hasn’t expressed interest in leadership. During his review, explore his aspirations.

“John, your data skills are phenomenal. Have you considered expanding your role by mentoring new hires or leading a leadership project? We could explore training options to help you excel in that area.”

This would open doors for him and strengthen your team.

Tip #2 Give feedback that is specific and can be acted upon

• Specific

Imagine David on your team consistently delivers exceptional reports but struggles with presentations. Instead of a general “improve presentation skills,” say, “David, your reports are fantastic! Let’s practice incorporating key insights into engaging visuals to take your presentations to the next level.” 

This highlights his strengths and pinpoints a clear improvement area.

• Actionable

Let’s say Mary is eager to learn public speaking. Don’t just praise her desire. 

“Mary, it’s great that you want to improve your public speaking. We can set up mock presentations or enroll you in a relevant training course. What would be most helpful for you?” 

This provides concrete steps for her to act on the feedback. By giving specific and actionable feedback, you empower your team to take ownership of their development and see tangible results.

Tip #3 Prepare yourself and set aside time for each review of performance 

Beforehand, review past goals, employee self-assessments, and any relevant data on their performance. This allows you to tailor the conversation and come equipped with specific examples. 

Imagine Sarah on your team is up for review. You’ve reviewed her self-assessment where she mentioned wanting to learn a new software. 

During the meeting, you can say, “Sarah, I see you’re interested in mastering [software name]. Let’s discuss some training options or connect you with a colleague who can help.” 

This shows you’ve invested time in understanding her goals. Block out dedicated time for each employee, allowing for a focused conversation. 

This sends a message that their performance matters. Let’s say John’s review is coming up. 

Block out a full hour instead of scheduling a quick 15-minute slot between meetings to ensure a detailed and productive discussion. By being prepared and making dedicated time, you demonstrate respect for your team and set the stage for a meaningful performance review experience.

Tip #4 Seek employee opinions on the effectiveness of your review process

Don’t wait for complaints. After reviews, send out anonymous surveys or hold open-door sessions. 

Ask specific questions, such as “What aspects of the review were helpful?” or “What could we improve for next time?” 

This allows employees to share honest feedback without fear of judgment.

Example: After your team reviews, you send out an anonymous survey asking for feedback on clarity of goals, helpfulness of continuous feedback, and overall experience. One employee mentioned feeling the format was rushed. 

You can address this in a team meeting by saying, “Thanks for the feedback, everyone! I noticed some comments about wanting more time. Let’s adjust the schedule to allow for more in-depth discussions next round.”

By actively seeking employee feedback, you can continuously improve your review process and ensure it’s truly valuable for everyone.

Tip #5 Engage in more regular and casual conversations about performance

Schedule informal check-ins throughout the year to discuss ongoing projects and goals. For example, you could chat with David on your team about a new project he’s leading. 

“Hey David, how’s the [project name] coming along? Is there anything I can help with to keep things on track?” This keeps communication open and allows you to address challenges early on.

During team lunches or coffee breaks, mention something specific you appreciate. For instance, “Sarah, I just wanted to say your presentation last week was fantastic. 

The way you explained the data was really clear.” This casual recognition shows you’re paying attention and value their contributions.

By having regular and casual conversations, you create a culture of open communication and continuous development, fostering a more engaged and motivated team.

Tip #6  Educate leaders on the importance of active listening

Equip your managers with active listening skills. This includes maintaining eye contact, using body language like nodding, summarizing key points, and asking clarifying questions.

Offer workshops or online resources to teach these techniques.

Example: You could role-play a performance review scenario during a manager training session. The manager practices actively listening by reflecting on what the employee says. 

“So you mentioned feeling overwhelmed with the workload. Can you tell me more about the tasks causing the most stress?” 

This demonstrates genuine interest and encourages a more open conversation. By training managers on active listening, you ensure they can truly hear and understand their employees’ perspectives. 

It leads to more productive and meaningful performance reviews.

Tip #7 Consider the future in performance assessments

Use the review to set goals for the coming year collaboratively. Ask your employees about their career aspirations and connect them with development opportunities. 

Example: John excels at data analysis and expresses interest in a more technical role. During the review, you brainstorm ways to bridge that gap. 

“John, your data skills are impressive! Perhaps we can explore opportunities to involve you in more technical projects or shadow senior analysts. What are you most interested in learning?” 

This collaborative planning keeps him engaged and helps him progress towards his career goals.

By planning for the future during reviews, you create a roadmap for employee growth and ensure your team is aligned with the company’s direction.

Conclusion

You’ll be well on your way to unlocking your team’s full potential and driving overall company success by following these tips and encouraging a culture of continuous feedback.

Still, feeling like you need an implementation partner? Consider collaborating with our performance management consultants. 

We can help you tailor these strategies to your unique workplace and ensure a smooth implementation. 

Frequently Asked Question

1: How can I ensure the manager uses these performance appraisal tips to give me clear goals and expectations?

Schedule a pre-review meeting to discuss the “performance appraisal tips for managers” and collaboratively set SMART goals (Specific, Measurable, Achievable, Relevant, Time-bound).

2: How can I use these performance appraisal tips for managers to have a more productive conversation about my development?

Before your review, come prepared with your goals and development areas. Use the “performance appraisal tips for managers” to guide the conversation toward a two-way discussion about your growth.

3: How can we ensure consistency across the organization when using these performance appraisal tips?

Conduct manager training sessions on the performance appraisal tips and consider implementing calibration meetings to ensure everyone uses the same standards for evaluation.

4: How can we measure the effectiveness of these performance appraisal tips for managers?

Track employee engagement surveys, performance metrics, and follow-up surveys after reviews to see if the “performance appraisal tips” lead to clearer goals, better feedback, and improved development opportunities.