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Abstract

thin their performance appraisal preparation</li><li>Project files</li></ul><h2 id="05d2">Your team’s records</h2><p id="dd8e">Most of the above you can access yourself. But it’s a good idea to ask all your team members to start collecting proof of their achievements.</p><p id="3734">If they don’t know where to look, spell it out for them. Not everyone is used to performance reviews or is gifted and showcasing themselves.</p><p id="6672">Spell out what ‘evidence’ means too.</p><p id="af1f">If nothing else, it will prompt your team to start preparing for their reviews.</p><h1 id="86f8">Avoiding pushback</h1><p id="4d88">To avoid pushback along the lines of, ‘You’re my boss, should you know what’s going on?’ and ‘Isn’t it your job to prepare my review?’ explain what you’re doing.</p><p id="1827">Tell your team you can’t remember everything that has happened over the last year, and to ensure they get the grades they deserve, you want as much information as possible upfront.</p><p id="4539">Plus, everyone is responsible for their career, and you are gathering the same information for your line manager.</p><h1 id="c382">What about goals that weren’t achieved?</h1><p id="9ae6">Remember to gather and ask for documentation about why your team didn’t achieve their goals.</p><p id="6c68">You need to have this ready so that they are not penalized if it was due to circumstances outside of your team’s control. You will need this information to support the team in getting their deserved grades.</p><p id="f7c9">Remember that if a project has crashed and burned, people will know about it, including senior managers who may be calibrating your team’s grades.</p><p id="098a">These senior leaders (aka calibration decision makers) may need to learn why the project failed and whether it was outside your team’s control.</p><p id="77aa">Hopefully, this will never happen, but if it does, be prepared.</p><h1 id="756e">Summary</h1><p id="85da">Giving fair performance reviews based on facts means there is a lot of detective work upfront.</p><p id="442c">But if you start early and enlist the help of your team, it’s doable.</p><p id="cf73">Remember to communicate and get your team onboard so they can show their work in the best light possible, and you can give them the ratings they deserve.</p><p id="43b3">Thanks for reading. If you’ve got any questio

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ns, pop them in the comments :-)</p><p id="b2b7">Click <a href="https://artisanal-inventor-759.ck.page/74f7d108ff">here</a> to develop your career as a leader with my free weekly newsletter.</p><p id="0cd9">You’ll also get a copy of <a href="https://artisanal-inventor-759.ck.page/74f7d108ff">The New Leader’s Starter Kit</a> that takes you through how to run One-to-Ones and Constructive Feedback sessions & develop effective listening skills.</p><div id="c249" class="link-block"> <a href="https://readmedium.com/how-to-prepare-for-team-performance-appraisals-b34083123cde"> <div> <div> <h2>How to Prepare for Team Performance Appraisals</h2> <div><h3>Five Easy Steps to Getting Performance Reviews Done On Time</h3></div> <div><p>medium.com</p></div> </div> <div> <div style="background-image: url(https://miro.readmedium.com/v2/resize:fit:320/0*13Z1GHDySz7OgSXB)"></div> </div> </div> </a> </div><div id="d9e1" class="link-block"> <a href="https://wendyscottfromauckland.medium.com/7-easy-steps-to-rock-your-end-of-year-performance-review-6ca3adc83770"> <div> <div> <h2>7 Easy Steps to Rock Your End of Year Performance Review</h2> <div><h3>How to get the grade you deserve</h3></div> <div><p>wendyscottfromauckland.medium.com</p></div> </div> <div> <div style="background-image: url(https://miro.readmedium.com/v2/resize:fit:320/1*hIfBqp8kdL74FrhCw-2rkw.png)"></div> </div> </div> </a> </div><div id="0094" class="link-block"> <a href="https://readmedium.com/please-stop-calling-your-team-your-family-2ba9811e5711"> <div> <div> <h2>Please Stop Calling Your Team Your Family</h2> <div><h3>They aren’t family, so don’t tell them they are</h3></div> <div><p>medium.com</p></div> </div> <div> <div style="background-image: url(https://miro.readmedium.com/v2/resize:fit:320/0*uJk79y0nbNYhQXqj)"></div> </div> </div> </a> </div></article></body>

Evidence Based Performance Reviews

How to Conduct Fair Performance Reviews with an Evidence Based Approach

Picture the scene. You sit down to prepare your team member’s performance appraisal and have no idea where to start.

How can you deliver fair performance reviews to your team when you don’t know what you are doing yourself?

“When it comes time for an annual performance review, the employee walks in the room and wants to hear the good things they’ve done, the contributions and sacrifices they’ve made, have been seen, valued, and they’re going to be rewarded,” Samuel Culbert quote from Everyone Hates Performance Reviews, Katie Heaney, www.thecut.com

The magic HR system that is supposed to make your life easier isn’t helping, and you can’t remember what you did last week, let alone what your team did a year ago.

Don’t panic. There is an easy way to do this. You have to be a detective for a while.

Click here to develop your career as a leader with my free weekly newsletter.

First, let’s clarify what you are trying to achieve.

What’s your goal?

You are working out whether or not your team member met their goals over the last year.

To make sure you are being fair, you need facts.

Where to Find Evidence Your Team Met Their Goals

Your records

Your online calendar
Notes from one-to-one meetings with your team member
Minutes of team meetings
Emails
Monthly reports
Evidence that your team member includes within their performance appraisal preparation
Project files

Your team’s records

Most of the above you can access yourself. But it’s a good idea to ask all your team members to start collecting proof of their achievements.

If they don’t know where to look, spell it out for them. Not everyone is used to performance reviews or is gifted and showcasing themselves.

Spell out what ‘evidence’ means too.

If nothing else, it will prompt your team to start preparing for their reviews.

Avoiding pushback

To avoid pushback along the lines of, ‘You’re my boss, should you know what’s going on?’ and ‘Isn’t it your job to prepare my review?’ explain what you’re doing.

Tell your team you can’t remember everything that has happened over the last year, and to ensure they get the grades they deserve, you want as much information as possible upfront.

Plus, everyone is responsible for their career, and you are gathering the same information for your line manager.

What about goals that weren’t achieved?

Remember to gather and ask for documentation about why your team didn’t achieve their goals.

You need to have this ready so that they are not penalized if it was due to circumstances outside of your team’s control. You will need this information to support the team in getting their deserved grades.

Remember that if a project has crashed and burned, people will know about it, including senior managers who may be calibrating your team’s grades.

These senior leaders (aka calibration decision makers) may need to learn why the project failed and whether it was outside your team’s control.

Hopefully, this will never happen, but if it does, be prepared.

Summary

Giving fair performance reviews based on facts means there is a lot of detective work upfront.

But if you start early and enlist the help of your team, it’s doable.

Remember to communicate and get your team onboard so they can show their work in the best light possible, and you can give them the ratings they deserve.

Thanks for reading. If you’ve got any questions, pop them in the comments :-)

Click here to develop your career as a leader with my free weekly newsletter.

You’ll also get a copy of The New Leader’s Starter Kit that takes you through how to run One-to-Ones and Constructive Feedback sessions & develop effective listening skills.