The Difference Between Performance Management and Performance Reviews

Performance reviews are can be a challenging and delicate aspect of performance management. In fact, only 24% of managers feel they are good at having conversations about performance. However, these discussions are valuable for strengthening bonds between managers, team leaders, and employees, as well as developing A Players who are invested, engaged, and satisfied in their roles within the organization. Performance review time is also a good opportunity to gauge energy levels on an individual basis, and develop plans to get engagement scores and productivity higher all around — it’s a perfect time for leaders to check in with their employees and get a feel for how they view their own engagement levels and how employees feel they are performing.

“One in four employees dreads their performance reviews more than anything in their entire working lives,” says Douglas Stone and Sheila Heen, authors of “Thanks for the Feedback.” This post on performance reviews and collaboration was updated in September of 2020. Though sometimes tedious for both parties, performance reviews are beneficial for the employer and employee to discuss employee successes, areas of improvement and future goals to reach within the company. TIP: Go back farther. When discussing their overall view of their performance, ask for specifics, and probe for them to go further back. Annual performance reviews suffer from something called “recency bias,” and it doesn't only impact the reviewer. An employee's answer about their proudest moment would be very different in February than it is today. Help them remember all they’ve done over the time since their last performance review.

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