Overloading employees with too much feedback at once isn’t productive – it’s simply overwhelming. Even if someone has several areas that they need to work on, choose one or two points to really focus on. This is going to avoid making your employee feel negatively about the feedback and also avoid...

Promote a growth mindset with your team members by encouraging employees to look for opportunities.

As a manager, it’s a good idea to keep your eyes peeled for professional opportunities as well. Remind your employees that growth is not static but a fluid learning process, that doesn’t nec...

Start your year-end performance review by going over what your team member did a great job on. It’s important to start the conversation on a positive note because you’re setting the tone for the rest of the discussion.

When you give positive feedback, you teach your employees which kinds of...

Facilitating a two-way conversation where your employee is involved in finding solutions is going to empower them and make them feel like they have a big part to play in their own development- which they do! It’s important to try to see your employee’s perspective and approach situations empathet...

Annual reviews are the perfect opportunity to set new goals and define new challenges for your team members. It’s important that you’re both clear and specific about these new goals that you’re setting together so that the expectations are clearly defined and there’s no chance of miscommunication...

• Accomplishments
• Day-to-day responsibilities
• Areas of improvement
• Strengths
• Company priorities

• Take time to reflect.
• Inquire about how to get to the next level.
• Follow up.
• Be specific.
• Listen actively.

An end of year review, also referred to as an annual review or a year end performance review, occurs once a year, where a manager goes over an employee’s overall performance. This kind of review is a little more formal than a career conversation. Its purpose is to go over achievements, goals, opp...