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the annual performance review can be a stressful experience for both managers and employees in this video I'll talk about some best practices to make the annual performance review a productive fruitful and enjoyable experience hello i'm stephen goldberg of optimist performance bringing you practical tips and ideas on leadership teamwork and personal productivity in the workplace if you haven't already subscribed to my channel please do so and put a thumbs-up at the end if you liked this video i've often spoken to managers and employees alike who say they dread the experience of going through the annual performance review and for good reasons and often it's because employees don't know what to expect and managers have not done what they need to do during the year to prepare for that annual review many companies such as Deloitte assaulter and even Microsoft have done away with the annual performance review as they found that it is not contributed to the overall productivity of the organization and of the employee so what to do instead what I recommend and this is in line with my recommendation to take on a coaching style of leadership is to meet with the employee regularly to give feedback and that's different than just patting them on the back from time to time and giving positive or negative feedback it's actually a coaching session where you get to sit down with the employee and talk about how they're doing in their job what is being done well what are their goals and objectives doing a review of what you've established perhaps at the beginning of the year in the annual review now some companies have certain criteria to go through during an annual performance review so if they have it's even more important to meet regularly with the employee to discuss those criteria and try and align it with the expectations of the job now sometimes annual performance reviews contain very general criteria on which to evaluate the employee so that's great but you also want to make it personalized if you don't already have criteria established I don't suggest going out and finding a template with already made criteria I mean there are those that exist and they're contained in free software's free surveys that the employee can complete and you can complete and then you can compare notes but I suggest making it more personalized and one way to do that is to start with a role description a job description and I have a video that or a few videos actually that walk you through how to write a role description and I'll put a link to that in the description of this video and at the top of the screen you see the little eye icon you can click on that and go right to that video and there's also a link in the description to the form that I've created the the template to write a role description I provide information on how to make a job description specific to the job and even to establish minimum performance standards so if you write that role description and you meet with the employee on a regular basis I'd say every quarter so every three months and you discuss how the person is doing in terms of the tasks related to the job the responsibilities and the objectives or the performance standards that you may have set by meeting regularly you'll remove the stress of meeting to do the annual performance review only once a year you'll have prepared the ground and each of you will have a better idea of what to expect in that annual performance review one other thing that you can include in your regular meetings with the employee is to evaluate you as a manager how you're doing in terms of providing support I'll talk about that more in future videos so again if you're not already subscribed I suggest you do so at the end of the year the annual performance review is is a good time to wrap everything up celebrate your successes talk about training and development needs for the upcoming year so doing a little bit longer projection is a good practice to put in place at that time so just to summarize I suggest meeting regularly with employees taking a coaching style of leadership have a discussion with them on how they're doing in their job also maybe discuss how you're doing as a manager to support them and use a role description if you don't have already established criteria so I hope you find these tips practical and that you'll take action on them right away here's another video that's recommended for you if you like the content please give this video a thumbs up share it and leave a comment visit my website to find articles that accompany these videos such as the one on writing a role description where you can download the Job Description template an example thanks for listening and we'll talk again soon