I’m a New Manager and you want me to do Performance Reviews
Performance reviews can feel daunting when you're stepping into a new managerial role, but they’re an incredible opportunity to strengthen relationships, celebrate achievements, and support your team’s growth. In this Boundless Blog series, we’re diving into performance reviews to help new managers navigate this key leadership responsibility with confidence. Here’s how to approach them effectively and make the most of the process.
Step 1: Announce That It’s Time for Reviews
The first step in any performance review process is communication. Let your team know it’s time to complete their performance reviews and explain the purpose clearly.
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."
Use a tone that’s positive, supportive, and focused on growth. This sets the stage for a collaborative and constructive process.
Step 2: Review Completed Reviews
Once your team submits their reviews, take the time to carefully read each one. Thoughtful preparation is key to making performance reviews meaningful.
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 and questions you’d like to discuss during the review meeting.
Step 3: Provide Thoughtful Written Feedback
After reviewing submissions, provide clear and actionable feedback in writing. Thoughtful feedback builds trust and gives employees clarity about their performance.
Structure Your Feedback:
Start with Positives: Recognize achievements and strengths.
Address Growth Areas: Provide constructive, actionable feedback.
End with Encouragement: Reinforce their value to the team and express excitement for 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. Schedule a meeting to have a meaningful conversation with each team member.
Message to Schedule the 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."
Step 5: Lead the Performance Review Conversation
When it’s time to meet, structure the conversation to make it productive and collaborative:
Set the Tone:
"This is a chance for us to reflect and plan together—I value your input."Celebrate Wins:
Recognize their accomplishments and their impact on the team.Discuss Feedback:
Provide specific and 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: Thoughtful preparation ensures meaningful reviews and builds trust.
Balance Is Key: Celebrate strengths and frame challenges as opportunities for growth.
Make It Collaborative: Engage your team in the conversation to make reviews impactful.
Ask for Feedback on Yourself: Performance reviews are a two-way street. Use them to grow as a leader.
Join the Conversation in the Boundless Network
We’re hosting a discussion on performance reviews in the Boundless Network, where you can share your experiences, ask questions, and learn from your peers. Whether you’re navigating your first review cycle or looking for ways to improve, this is the perfect space to grow.
Let us know: What’s your biggest challenge when it comes to performance reviews? Join the discussion today!