Performance Reviews
Performance Reviews

The performance review is a summary of the
ongoing feedback the employee has received
throughout the specified time period and working
with them on their goals for the future.

It is not just retrospective, looking behind; it is
future focused for the employee and the
organization.

Avoid “going through the motions”.
Importance of Performance Reviews

Gives an employee a summary of how they have
performed and goals for the future.

Provides clear and objective feedback based on
organizational and employee goals.

Stating the areas the employee needs to improve
in and whether they are meeting the expectations
of the position.

Is a written record of employee performance.
What to do before the Performance
Review

Have frequent conversations with your employees
on their goals, their performance.

Train supervisors in Performance Reviews.

Make certain that supervisors understand rating
employees equitably, i.e. those that rate higher
vs. those that rate lower.

Discuss the halo/horn effect and how to avoid it.
What to do before the Performance
Review

Communicate the Performance Review process to
all employees and how it relates to their
compensation.

Do this frequently so it is understood.

Let employee know that the performance review
is coming up and ask them to put together areas
they would like to discuss.
During the Performance Review

Go over each of the areas with the employee in a
conversational manner, asking them if they have any
questions and listening to their feedback throughout the
process.

Give thorough examples in addition to what is written on
the review to give the employee a good understanding of
what is being communicated to them.

Focus on strengths.

Do not ignore the areas they can improve upon; they won’t
know unless they are told. Do not give the areas of
improvement sandwiched between the strengths.
During the Performance Review

Go over the goals together with input from the
employee.

Describe how the goals are in line with the
organizational goals.

Touch upon these goals throughout the year.
Examples of Verbiage used in
Performance Reviews

“Employee name takes great x-rays and is very proficient
at removing calculus and doing oral hygiene. Her scaling
and tissue management is very good, is excellent with
triaging and charting”. This is very specific, lets employee
know exactly what they are doing well.

“Employee Name takes pride in accuracy and always makes
an effort to improve her work. She has worked diligently
over the past year to try to improve audit scores” Shows
an area that has been improved upon.

Excellent book “Perfect Phrases for Performance Reviews”
available on SHRM and other sites.
After the Performance Review

Commit to employee development.

Continue to work with employee throughout the
year on their performance and their goals.

Get the employees opinion and thoughts on the
performance review process.
Final Thoughts

Performance Reviews are often used in legal
actions. Do not let this influence whether you
have performance reviews with your employees,
do not hesitate to use them, be honest with
assessment.

If it is not written, it did not occur.

Again, the Performance Review is a summary of
their performance throughout the time frame and
their goals, be honest, respectful so the
employee trusts the system.