Here’s the single best tip to make performance reviews more productive: Involve employees before, during and after the formal review meeting.

Beforehand, ask them to evaluate their performance based on a host of pre-set criteria. They should already know your expectations (hopefully, you’ve explained the standards– and what constitutes substandard and superior performance). As a result, rating themselves on specific competencies and behaviors shouldn’t come as much of a surprise to them.

During the meeting, engage in a dialogue. Welcome their input and explore ways to develop their skills and careers. Invite input on your management style as well.

Don’t fall into the trap of talking too much or looking down the whole time at a three-page form you’ve already filled out. There’s nothing like an overly complicated form to dehumanize a performance appraisal.

After the session, ask employees to draft a summary memo. Instruct them to share their impressions of the performance review in writing and submit it within 72 hours of your meeting. Suggest that the memo cite the employee’s areas of agreement or disagreement with your assessment and set expectations for goal attainment and performance improvement in the months ahead.

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Tags: managing employees