Preparing for Performance Review Season

As we're nearing the end of the year, now is a good time to prepare for your team's annual performance reviews. Being prepared is the difference between "Oh no, it's that time of the year again" to "This is an opportunity to share our performance in 2025 and level set for 2026."

To help you prepare, use the "TEA" approach - Tasks, Expectations, Accomplishments.

📂 Tasks. Which tasks are you measuring? Does the job description still fit, or does it need updated? Look closely at how much of the employee's job has changed or augmented, especially if you have downsized and the employee has taken on more work. Gather your data and know how to measure the tasks performed. Additionally, is the employee appropriately compensated for the work performed?

📈 Expectations. Know the difference between Meeting Expectations vs. Exceptional Performance. If pay is tied to performance, the distinction matters even more. And remember, "meeting expectations" is the goal and not a bad thing. Too often, we are attached to grades, and we think meeting expectations is the equivalent of a "C" grade. We like to believe we are all exceeding expectations. Be realistic.

📢 Accomplishments. How has the employee contributed to the team during 2025? How did he or she add value? Was there something specific the employee accomplished outside of his or her normal scope of work? It's a good practice to ask for employee input prior to the review, including asking your team members what they are most proud of, which skills did they use to help move the company forward, and is there specific growth/development that would help them in the coming year.

Being prepared makes the difference. It shows your team you care and notice their contribution and commitment. It also offers you a check-in to receive feedback and to set goals (including learning goals) for 2026.

Good luck.

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