The performance review is your key opportunity to let your directs know how they performed against your expectations, and those of the company. Before you can do an effective performance review, however, you need to ensure you have given adequate, documented feedback to justify your points.
This will be a 3-part series: The first was about goal setting. The second part (this posting) is about giving feedback in real time so your directs aren’t blindsided by your evaluation during the performance review. Last will be about the review itself, using the goals and feedback to ensure everything goes well and there are no surprises for a great performance discussion.
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Feedback
A manager needs to provide feedback to their Directs to communicate what they are doing well, what they need to stop doing, and what they need to do differently, so that they can become more effective.