Performance Reviews

Performance reviews are a staple in the corporate world, serving as a strategic tool that aligns individual achievements with organizational goals. They are crucial checkpoints on an employee's professional journey, providing structured feedback and fostering continuous development.

Defining Performance Review

A performance review is a periodic evaluation of an employee's work performance, typically conducted by their direct supervisor. This process assesses various aspects of their job, including the quality of work, collaboration with team members, and achievement of set objectives. While management performance reviews focus on leadership roles, employee performance reviews cast a wider net, encompassing staff at all levels.

The Purpose of Performance Reviews

The primary aim of performance reviews is twofold: to ensure employees are meeting their job requirements and to identify opportunities for growth. They serve as a foundation for career advancement discussions, salary increments, and promotions. Performance reviews also provide a platform for employees to voice their career aspirations and receive guidance on achieving them.

Conducting an Effective Performance Review

An effective performance review should be a balanced dialogue, not a monologue. It involves:

  • Preparing and reviewing the employee's job description and past feedback.
  • Setting a mutually agreeable time for the review.
  • Fostering an open environment where both parties can share and receive feedback constructively.

Best practices include setting clear objectives, using specific examples to illustrate points, and creating an actionable plan for the employee's development.

Performance Review vs Performance Management Review

While both are integral to the HR process, a performance review is a standalone assessment, whereas a performance management review is ongoing, focusing on continuous improvement and future performance planning.

Annual Reviews Explained

Annual reviews provide a comprehensive look at an employee's yearly performance, setting the stage for strategic planning and personal development for the forthcoming year. They are pivotal in shaping the career trajectory and aligning personal objectives with company goals.


How often should performance reviews be conducted?

  • They can be conducted annually, bi-annually, or quarterly, depending on the organization's policies.

Can performance reviews impact employee motivation?

  • Yes, when conducted positively, they can boost morale and motivation.

What should I do if I receive a negative performance review?

  • Use it as a learning opportunity to discuss areas of improvement and create a development plan with your manager.

Are self-evaluations a part of the performance review process?

  • Often, yes. Self-evaluations can provide insight into an employee's self-perception versus managerial perception.

How can performance reviews contribute to personal growth?

  • They provide structured feedback and development plans that can guide personal growth.

What's the difference between a performance review and a 360-degree review?

  • A 360-degree review includes feedback from peers, subordinates, and managers, providing a holistic view of performance.


Performance reviews are more than an HR formality; they are a critical feedback mechanism that drives performance, engagement, and career development. Implemented effectively, they can be a catalyst for transformative change and organisational success.

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