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The Good, the Bad, and the Ugly: The Value of Performance Reviews

WebLooking back at the previous year’s accomplishments and challenges is essential for professional development. Annual performance reviews are a key component of employee development. The annual performance review is an opportunity for supervisors and employees to discuss performance, goals and objectives, expectations, and accomplishments. It is an opportunity to reflect upon the previous year and make plans for the next.

Follow these quick tips for effective performance reviews:

  •  Reflect on progress since the previous review.
  • This is not the time for surprises.
  • Focus on the entire review period, not just recent events.
  • Provide constructive feedback.
  • Identify self-tracking measures.
  • Be prepared with a list of accomplishments and goals.

Avoid these pitfalls:

  • The halo/horn effect: Rating an employee as all good or all bad.
  • The central tendency: Everyone is average.
  • Leniency: Avoiding honest ratings because you want to avoid conflict.
  • Recency: Focusing only on recent events.
  • Similarity/Like Me: Favoring those most like you.
  • Comparison: Comparing employees and not focusing on individual performances.

Visit the UT Knoxville HR website for performance evaluation tools. A performance review e-learning course, Performance Management: Link to Compensation, also is available on the e-learning portal of the UT System HR website.