Common performance review mistakes

Despite having the best of intentions, both managers and employees often make mistakes during the employee performance review process. It’s an almost guaranteed occurrence. Everyone is so concerned about not messing up during the performance review that errors spring up at every turn.

The most common employee performance review mistakes stem from a lack of preparedness. Managers fail to review documentation prior to the session, getting things off on the wrong foot or missing key bits of information.

Employees fail to bring materials or to understand what they are going to be discussing in the meeting, allowing for false fears and false hopes to cause emotional stress. Neither party sets clear objectives, making the overall session less than perfectly efficient.

The next set of common mistakes stem from the real humanity of both parties involved. Ethics hotlines burn up with woeful participants who let slip inappropriate or foul language in review sessions, distraught staff who knocked drinks on managers, and managers who muddled the names of their associates. These mistakes happen because everyone is human, and should generally be overlooked.

My most memorable reviews have included employees fainting and even one throwing up in fear at their first review. Luckily most are not that extreme!

The last category of common mistakes made in review sessions can be prevented by being a little more tolerant and sensitive on all sides. This isn’t to say that either party should be a softie in the session, but hurt feelings and rough remarks come from failing to anticipate how something is likely to sound to the person across the table. Putting some thought into the words used before they are uttered can shield everyone from misunderstandings during the session.

Until next time
Ingrid Cliff

We put your business into words
Heart Harmony – Freelance HR writer