Best Practices for Giving Feedback in Performance Reviews
Giving constructive feedback during a performance review is a vital skill for leaders and managers. Done well, it strengthens employee communication, motivates growth, and builds trust. Done poorly, it can discourage improvement and damage relationships. Below, we highlight the best practices for delivering performance review feedback effectively.
1. Prepare with Clear Objectives
Effective performance review feedback begins before the meeting. Identify specific outcomes you want from the discussion—clarifying strengths, addressing growth areas, or aligning on career goals. Preparation ensures your message is concise and actionable.
2. Balance Strengths and Development Areas
Feedback best practices recommend recognizing accomplishments as much as discussing improvement points. Highlighting achievements validates effort and helps employees stay motivated, while constructive suggestions demonstrate your commitment to their development.
3. Use Specific Examples
General statements can feel vague and unhelpful. Instead, provide clear examples of work that illustrates both successes and areas for improvement. This level of detail enhances employee communication and ensures feedback is rooted in observable behaviors.
4. Encourage Two-Way Dialogue
A performance review should feel like a conversation, not a monologue. Invite questions, listen actively, and encourage employees to share their perspectives. This approach builds trust and strengthens professional development.
5. End with an Action Plan
Wrap up the review by co-creating a plan with measurable goals and timelines. Employees should leave the meeting with clarity on next steps, ensuring feedback directly translates into professional growth and improved performance.