Checklist: How to Give a Performance Review

The performance review can be quite the nerve wrecking experience for the employee as well as the supervisor. As difficult as it can be to have this conversation with employees, it is necessary to make it as much of a positive experience for both parties. Here are some tips to make the review run as smoothly as possible:

1. Don't sideswipe your employees
• Your employees should never hear about a positive/negative performance for the first time in a review. As a manager, you should give regular feedback to your employees and use the formal review to focus on specific parts of their performance.
2. Remember that a performance review is about setting goals
• It is important to make sure that the employee has a clear understanding of what is expected of them. You should also work together to determine how these expectations will be evaluated to ensure that the employee can perform to the best of their ability. When setting goals it is also important to discuss the employee's career goals. It not only shows that you have an invested interest in the employee but it also 
3. Follow-Up
• While a performance review should be yearly, it is important to make a quarterly follow up to ensure that the employee is on track with the goals that have been set. In order for the review to be effective, the employer must check in periodically throughout the year.

Letting an Employee Go

Letting an employee go is often a difficult decision. It's not as easy as Donald Trump makes it seem on "The Apprentice." Before letting someone go, it's important to consider any and all legal implications. Situations like these are usually stressful for businesses as a whole, as well as the remaining employees.

BBB recommends these guidelines to help you make the process run smoothly for everyone involved:

• Consider the location. Letting an employee go should never be done in a public setting. A small conference room or an office with the door closed is preferred.
• Consider the time. Human Resources professionals agree that earlier in the day is better, instead of waiting until the end of the work day. You may also want to consider letting the employee go at the beginning of the week, rather than late Friday afternoon.
• Tell as few people as possible. Only the employee's supervisor(s) should be told in advance.
• Do it quickly. After you consider the options above, gather the employee and all other required personnel. As you explain, get to the point quickly. Give the employee a brief explanation of the termination. Don't forget to give the employee a chance to ask questions.
• Try not to use, "I'm sorry." Although it's a tough situation, you shouldn't have to apologize for a business decision. 

Have you ever let an employee go? Would you add any tips to our list?