Thousands of bi-annual and annual performance reviews take place in organizations each year. Les Allan, author of From Training to Enhanced Workplace Performance, gives the following suggestions for improving the follow-up discussions that take place after the evaluation.

First, let the employee know in advanced that the meeting is coming up, the date, time, and its purpose. Then during the meeting, let the employee feel at ease. Remind him of the goals, and highlight his positive achievements.

Identify the areas that need improvement and possible actions to overcome them, while remembering to focus on the behavior itself and not on the person's character. It also helps to give examples of the behavior(s). Make the conversation two-way by asking for the employee's point of view while stating yours. Be aware of body language, including how you say things. What you don't say is just as important as what you do say.

Ask for feedback on your own performance. Document the outcome of the meeting and send the employee a copy.

Do you have any suggestions to add to the above? Do share with us.