Performance reviews are essential to the success of both individual employees and their employers. A meeting between the employee and his or her manager for the express purpose of discussing the employee’s performance provides an opportunity for an honest dialogue. The manager offers the employee a chance to see where and how to improve and can acknowledge and reward exemplary performance; the employee can offer insight on how he or she feels about the employment relationship and his or her goals for the future. When executed properly, performance reviews allow each side to understand each other’s expectations.
Despite the many positive advantages these meetings offer, a number of issues can arise when attempting to fairly judge job performance. Each side brings a different perspective and purpose to the meeting, which may prevent open and honest discourse. Managers may be oversensitive to an employee’s feelings and shy away from potentially helpful constructive criticism. Additionally, without proper record-keeping, managers may not be able to address or reference specific instances that illustrate their points.
