8 Tips: Leave Behind the IT Performance Review Anxiety

Annual performance review is a period of mixed feelings among employees. While some may get nervous about the comments they would receive from the managers, some may be excited to hear appreciation for the past year’s performance. On the other hand, managers might feel the reviewer’s job to be quite overwhelming and tiresome. Overall, performance reviews generate a lot of anxiety. Many difficult conversations also take place during this phase.

In this article at The Enterprisers Project, Carla Rudder suggests some simple tips or advices to do away with this performance review anxiety and make these conversations more amiable.

The Change

Jonathan Feldman, CIO of the city of Asheville, states that the traditional or scripted performance reviews must undergo a change, especially in the IT industry. Feldman thinks:

  • The IT industry is undergoing rapid transformation. Thus, it feels wrong to have annual reviews. He suggests the use of quarterly or even monthly reviews to analyse the IT staff.
  • Most annual reviews have data-driven assessment format but it’s hard to judge the value of an IT professional based on facts and figures.

Feldman further states that such assessment formats are not likely to fairly treat IT professionals. He lists down eight counter-intuitive tips to revamp the traditional performance review process:

  1. Written scripts can form barriers between you and your employees. Let it be more like a natural conversation.
  2. Give importance to team reviews rather than individual reviews. Try to provide regular guidance and training to teams.
  3. Don’t make it a yearly exercise. Try giving feedback and suggestions throughout the year.
  4. Initiate peer reviews with anonymity. This practice will give you a true picture of the individuals.
  5. Make annual reviews a platform to share meaningful insights with the team.
  6. While having the conversation, try to picture yourself in the position of the employee to better understand the real-time challenges.
  7. Be realistic and practical while talking to the employees. Don’t sugar-coat your talks.
  8. Give constructive feedback rather than negative criticism.

To read the original article in detail, click on the following link:

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