How to Approach Performance Reviews as a New Manager
Performance reviews are a key part of your responsibilities as a new manager. They can feel overwhelming, but with the right approach, they’re an incredible opportunity to build trust, celebrate achievements, and foster your team’s growth.
In this article, we’ll break down how to successfully approach performance reviews if your company already has a structured process in place. Follow these steps to make the process meaningful, actionable, and growth-oriented.
Step 1: Announce That It’s Time for Reviews
The first step is to communicate to your team that performance reviews are coming up. This sets expectations and gives your team time to reflect and prepare.
Example Announcement:
"Hi Team,
It’s performance review season! These reviews are a chance for us to reflect on accomplishments, identify growth opportunities, and set goals for the future. I’ll be sending out forms for you to complete by [deadline]. If you have questions or need help, don’t hesitate to reach out."
Tips for Announcing Reviews:
Keep the tone positive and supportive.
Emphasize that the reviews are an opportunity for reflection and growth, not just evaluation.
Clearly outline deadlines and provide instructions for completing the forms.
Step 2: Review Completed Reviews
Once your team has submitted their reviews, take the time to thoroughly review them. Preparation is key to making the process impactful and personalized.
What to Look For:
Strengths: What are they excelling at?
Challenges: Are there areas they’ve identified for improvement?
Alignment: How do their goals and contributions align with team and company objectives?
Pro Tip: Jot down specific examples, questions, and insights you’d like to discuss during the review meeting. This shows your team members that you’re paying attention and value their input.
Step 3: Provide Thoughtful Written Feedback
Written feedback is an essential part of the performance review process. It provides your team with a clear record of what was discussed and serves as a reference point for future growth.
How to Structure Your Feedback:
Start with Positives: Highlight achievements and contributions.
Address Growth Areas: Provide constructive feedback with actionable suggestions.
End with Encouragement: Reinforce their value to the team and express excitement about their future.
Example Feedback:
"Great job on [specific project]! Your work had a big impact on [specific result]. I also noticed [growth area]—let’s work on strategies to strengthen that skill. I’m here to support you, and I’m excited to see how you grow."
Step 4: Schedule One-on-One Discussions
Performance reviews shouldn’t stop with written feedback. The real value comes from the conversations you have with your team.
Example Message to Schedule a Meeting:
"Hi [Name],
I’ve reviewed your performance review, and I’d like to schedule time to discuss it together. We’ll go over your achievements, feedback, and goals for the next review period. Let me know when you’re available."
Tips for Scheduling:
Be flexible with timing to accommodate your team’s schedules.
Set aside enough time (30–60 minutes) to ensure the conversation isn’t rushed.
Step 5: Lead the Performance Review Conversation
The one-on-one conversation is the most important part of the process. Approach it with empathy, curiosity, and a collaborative mindset.
Structure Your Conversation:
Set the Tone:
"This is a chance for us to reflect and plan together—I value your input."Celebrate Wins:
Recognize their accomplishments and contributions to the team.Discuss Feedback:
Provide specific, constructive insights into areas for improvement.Collaborate on Goals:
Work together to set clear, actionable objectives for the future.Invite Feedback on Your Leadership:
"Is there anything I can do to better support you?"End on a Positive Note:
"Thanks for all your hard work—I’m excited about what’s ahead."
Key Takeaways for New Managers
Preparation Is Essential: Review submissions thoroughly and come prepared with examples and insights.
Balance Is Key: Celebrate strengths while framing challenges as opportunities for growth.
Make It Collaborative: Engage your team in the process to make reviews feel meaningful.
Ask for Feedback on Yourself: Performance reviews are a two-way conversation. Use them to grow as a leader.
Join the Discussion in the Boundless Network
Performance reviews are a valuable tool for new managers, but they can also be a learning experience. What challenges have you faced during reviews? What strategies have worked for you?
We’re hosting a discussion on performance reviews in the Boundless Network to share tips, experiences, and best practices. Join us today and learn how to make your reviews more impactful!
Let’s grow together.