{"id":10972,"date":"2023-10-27T11:09:23","date_gmt":"2023-10-27T09:09:23","guid":{"rendered":"https:\/\/nailted.com\/blog\/?p=10972"},"modified":"2024-09-18T12:12:12","modified_gmt":"2024-09-18T10:12:12","slug":"how-to-conduct-a-performance-review","status":"publish","type":"post","link":"https:\/\/nailted.com\/blog\/how-to-conduct-a-performance-review\/","title":{"rendered":"How to conduct a Performance Review"},"content":{"rendered":"\t\t<div data-elementor-type=\"wp-post\" data-elementor-id=\"10972\" class=\"elementor elementor-10972\">\n\t\t\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-5ac8559 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"5ac8559\" data-element_type=\"section\" data-settings=\"{&quot;jet_parallax_layout_list&quot;:[{&quot;jet_parallax_layout_image&quot;:{&quot;url&quot;:&quot;&quot;,&quot;id&quot;:&quot;&quot;,&quot;size&quot;:&quot;&quot;},&quot;_id&quot;:&quot;9ed8a61&quot;,&quot;jet_parallax_layout_image_tablet&quot;:{&quot;url&quot;:&quot;&quot;,&quot;id&quot;:&quot;&quot;,&quot;size&quot;:&quot;&quot;},&quot;jet_parallax_layout_image_mobile&quot;:{&quot;url&quot;:&quot;&quot;,&quot;id&quot;:&quot;&quot;,&quot;size&quot;:&quot;&quot;},&quot;jet_parallax_layout_speed&quot;:{&quot;unit&quot;:&quot;%&quot;,&quot;size&quot;:50,&quot;sizes&quot;:[]},&quot;jet_parallax_layout_type&quot;:&quot;scroll&quot;,&quot;jet_parallax_layout_direction&quot;:&quot;1&quot;,&quot;jet_parallax_layout_fx_direction&quot;:null,&quot;jet_parallax_layout_z_index&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_x&quot;:50,&quot;jet_parallax_layout_bg_x_tablet&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_x_mobile&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_y&quot;:50,&quot;jet_parallax_layout_bg_y_tablet&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_y_mobile&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_size&quot;:&quot;auto&quot;,&quot;jet_parallax_layout_bg_size_tablet&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_size_mobile&quot;:&quot;&quot;,&quot;jet_parallax_layout_animation_prop&quot;:&quot;transform&quot;,&quot;jet_parallax_layout_on&quot;:[&quot;desktop&quot;,&quot;tablet&quot;]}]}\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-9a839cb\" data-id=\"9a839cb\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-3b8e618e elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"3b8e618e\" data-element_type=\"section\" data-settings=\"{&quot;jet_parallax_layout_list&quot;:[{&quot;jet_parallax_layout_image&quot;:{&quot;url&quot;:&quot;&quot;,&quot;id&quot;:&quot;&quot;,&quot;size&quot;:&quot;&quot;},&quot;_id&quot;:&quot;0709ece&quot;,&quot;jet_parallax_layout_image_tablet&quot;:{&quot;url&quot;:&quot;&quot;,&quot;id&quot;:&quot;&quot;,&quot;size&quot;:&quot;&quot;},&quot;jet_parallax_layout_image_mobile&quot;:{&quot;url&quot;:&quot;&quot;,&quot;id&quot;:&quot;&quot;,&quot;size&quot;:&quot;&quot;},&quot;jet_parallax_layout_speed&quot;:{&quot;unit&quot;:&quot;%&quot;,&quot;size&quot;:50,&quot;sizes&quot;:[]},&quot;jet_parallax_layout_type&quot;:&quot;scroll&quot;,&quot;jet_parallax_layout_direction&quot;:&quot;1&quot;,&quot;jet_parallax_layout_fx_direction&quot;:null,&quot;jet_parallax_layout_z_index&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_x&quot;:50,&quot;jet_parallax_layout_bg_x_tablet&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_x_mobile&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_y&quot;:50,&quot;jet_parallax_layout_bg_y_tablet&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_y_mobile&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_size&quot;:&quot;auto&quot;,&quot;jet_parallax_layout_bg_size_tablet&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_size_mobile&quot;:&quot;&quot;,&quot;jet_parallax_layout_animation_prop&quot;:&quot;transform&quot;,&quot;jet_parallax_layout_on&quot;:[&quot;desktop&quot;,&quot;tablet&quot;]}]}\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-5b7de4ff\" data-id=\"5b7de4ff\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-c089987 elementor-widget elementor-widget-text-editor\" data-id=\"c089987\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\"><a href=\"https:\/\/nailted.com\/blog\/what-is-a-performance-review\/\">Performance reviews<\/a> are the cornerstone of growth, development, and success for both employees and organizations. In previous articles we\u2019ve already highlighted the relevance of conducting effective performance reviews and we\u2019ve given you examples and templates to use. However, we haven\u2019t told you how to conduct a performance review!<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-edcf391 elementor-widget elementor-widget-text-editor\" data-id=\"edcf391\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">A well-structured performance review can be a powerful tool for recognizing and improving employee performance. But it also <\/span><b>helps align individual goals with organizational objectives, and foster a culture of open communication and continuous improvement<\/b><span style=\"font-weight: 400;\">. Do you want to know how to conduct a performance review correctly?<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-5f17749 elementor-widget elementor-widget-text-editor\" data-id=\"5f17749\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">The following words will guide you through the intricate process of <\/span><b>designing, launching, and managing a performance review to achieve meaningful results<\/b><span style=\"font-weight: 400;\">. We&#8217;ll explore the key steps, best practices, and strategies to create a performance review process that not only evaluates past events but also lays the foundation for future success. <\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-e209c0d elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"e209c0d\" data-element_type=\"section\" data-settings=\"{&quot;jet_parallax_layout_list&quot;:[{&quot;jet_parallax_layout_image&quot;:{&quot;url&quot;:&quot;&quot;,&quot;id&quot;:&quot;&quot;,&quot;size&quot;:&quot;&quot;},&quot;_id&quot;:&quot;0709ece&quot;,&quot;jet_parallax_layout_image_tablet&quot;:{&quot;url&quot;:&quot;&quot;,&quot;id&quot;:&quot;&quot;,&quot;size&quot;:&quot;&quot;},&quot;jet_parallax_layout_image_mobile&quot;:{&quot;url&quot;:&quot;&quot;,&quot;id&quot;:&quot;&quot;,&quot;size&quot;:&quot;&quot;},&quot;jet_parallax_layout_speed&quot;:{&quot;unit&quot;:&quot;%&quot;,&quot;size&quot;:50,&quot;sizes&quot;:[]},&quot;jet_parallax_layout_type&quot;:&quot;scroll&quot;,&quot;jet_parallax_layout_direction&quot;:&quot;1&quot;,&quot;jet_parallax_layout_fx_direction&quot;:null,&quot;jet_parallax_layout_z_index&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_x&quot;:50,&quot;jet_parallax_layout_bg_x_tablet&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_x_mobile&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_y&quot;:50,&quot;jet_parallax_layout_bg_y_tablet&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_y_mobile&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_size&quot;:&quot;auto&quot;,&quot;jet_parallax_layout_bg_size_tablet&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_size_mobile&quot;:&quot;&quot;,&quot;jet_parallax_layout_animation_prop&quot;:&quot;transform&quot;,&quot;jet_parallax_layout_on&quot;:[&quot;desktop&quot;,&quot;tablet&quot;]}]}\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-205b78b\" data-id=\"205b78b\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-dd8ca80 elementor-widget elementor-widget-heading\" data-id=\"dd8ca80\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Preparing for a performance review<\/h2>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-e1f614d elementor-widget elementor-widget-text-editor\" data-id=\"e1f614d\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><b>To ensure that performance reviews are both effective and constructive, it is crucial to approach this process with careful planning and thoughtful consideration<\/b><span style=\"font-weight: 400;\">. There are various aspects that organizations should take into account when preparing for a performance review. From setting clear goals and communicating the process to employees, to defining the right questions and measurement scales. If you still want to discover how to conduct a performance review, the process starts right here!<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-2face7d elementor-widget elementor-widget-text-editor\" data-id=\"2face7d\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<ol><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Analyzing your company<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Setting clear objectives<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Evaluating how this process fits with others<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Defining the purpose of the performance review<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Defining the right time and periodicity<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Including the right questions<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Choosing the right measurement scale<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Choosing a performance review platform<\/span><\/li><li aria-level=\"1\"><span style=\"font-weight: 400;\">Communicating the purpose and process to employees<\/span><\/li><\/ol>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-824d973 elementor-widget elementor-widget-heading\" data-id=\"824d973\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">Analyzing your company<\/h3>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-5da9108 elementor-widget elementor-widget-text-editor\" data-id=\"5da9108\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Before conducting a performance review, it&#8217;s highly important to turn your attention inward and thoroughly analyze your company. <\/span><b>This self-reflection can significantly impact the quality and effectiveness of your performance review process<\/b><span style=\"font-weight: 400;\">. <\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-432b2cd elementor-widget elementor-widget-text-editor\" data-id=\"432b2cd\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Understanding your company culture, values, and goals <\/span><b>will enable you to tailor performance reviews to align with your organization&#8217;s specific situation, needs and objectives<\/b><span style=\"font-weight: 400;\">. Take the following into consideration:<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-2bd3218 elementor-widget elementor-widget-text-editor\" data-id=\"2bd3218\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<ul><li style=\"font-weight: 400;\" aria-level=\"1\"><b>Align with company culture and values: <\/b><span style=\"font-weight: 400;\">recognize and embrace your distinct culture and values in your performance reviews. When employees see that the evaluation process is aligned with the culture and values, they are more likely to feel engaged and motivated. It also reinforces the importance of these values in the daily work of your employees, contributing to a more cohesive and purpose-driven workforce.<br \/><br \/><\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><b>Reflect on your company goals:<\/b><span style=\"font-weight: 400;\"> performance evaluations should serve as a tool to help employees contribute to these goals. By understanding your company&#8217;s short-term and long-term goals, you can set performance expectations, fostering alignment and a sense of purpose among employees.<br \/><br \/><\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><b>Adapt to the organizational structure: <\/b><span style=\"font-weight: 400;\">the hierarchy of your organization plays a significant role in how performance reviews should be conducted. Different organizations have different layers of management and reporting structures. Being mindful of these distinctions ensures that your performance review process is a practical and integrated part of your company&#8217;s workflow.<br \/><br \/><\/span><\/li><li aria-level=\"1\"><b>Be clear about the maturity of the different teams and managers:<\/b><span style=\"font-weight: 400;\"> this will help you decide if, for example, it is better to create an anonymous review or what would be the best scale to use.<\/span><\/li><\/ul>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-411842e elementor-widget elementor-widget-heading\" data-id=\"411842e\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">Setting clear objectives<\/h3>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-bd1d141 elementor-widget elementor-widget-text-editor\" data-id=\"bd1d141\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Setting clear company goals forms the foundation upon which the entire process rests and is essential for its success. <\/span><b>Without having previously defined goals, the practicality of the evaluations will be reduced<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-a284eb2 elementor-widget elementor-widget-text-editor\" data-id=\"a284eb2\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<ul><li><b>Clarity and alignment:<\/b><span style=\"font-weight: 400;\"> having clear objectives provide both managers and employees with a roadmap for the performance review process. Without well-defined goals, the review can become a vague and subjective review, making it difficult to assess progress and make meaningful improvements.\u00a0<br \/><br \/><\/span><\/li><li><b>Expectation management: <\/b><span style=\"font-weight: 400;\">when employees know what is expected of them during a performance review, they can prepare adequately and participate more constructively. Moreover, managing expectations accordingly reduces anxiety and uncertainty.<br \/><br \/><\/span><\/li><li><b>Performance improvement:<\/b><span style=\"font-weight: 400;\"> having objectives enables managers and employees to identify specific areas of improvement. Therefore, the performance review process becomes a catalyst for positive change and progress.<br \/><br \/><\/span><\/li><li><b>Measurable outcomes: <\/b><span style=\"font-weight: 400;\">when you have goals to achieve, you have a number to reach. Measurable outcomes are essential for fair and consistent evaluations, making the performance review process more data-driven and less subjective.<br \/><br \/><\/span><\/li><li><b>Better feedback: <\/b><span style=\"font-weight: 400;\">clear objectives establish accountability for all parties involved. Employees have a clear understanding of what they are striving to achieve, and managers have a framework for <\/span><a href=\"https:\/\/nailted.com\/blog\/constructive-feedback-examples-and-when-to-use-them\/\"><span style=\"font-weight: 400;\">providing constructive feedback<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/li><li style=\"list-style-type: none;\">\u00a0<\/li><\/ul>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-87ec16a elementor-widget elementor-widget-text-editor\" data-id=\"87ec16a\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p>[content_upgrade cu_id=&#8221;9155&#8243;] <b>How do we promote constructive feedback in the company for effective performance reviews?<\/b><span style=\"font-weight: 400;\"><strong>\u00a0<\/strong><\/span>[content_upgrade_button]Download guide[\/content_upgrade_button][\/content_upgrade]<\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-d8cd7ee elementor-widget elementor-widget-heading\" data-id=\"d8cd7ee\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">Evaluating how this process fits with others<\/h3>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-a6cc662 elementor-widget elementor-widget-text-editor\" data-id=\"a6cc662\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Consider <\/span><b>how the process fits within the larger context of your company&#8217;s various operational and talent management processes<\/b><span style=\"font-weight: 400;\">. The synergy between performance reviews and these processes are key to creating the perfect performance review.\u00a0<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-0e9de18 elementor-widget elementor-widget-text-editor\" data-id=\"0e9de18\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<ul><li><b>Other people management process: <\/b><span style=\"font-weight: 400;\">performance reviews are intricately linked to your other people&#8217;s strategies. Consider how the feedback and data gathered during performance reviews can contribute to talent acquisition, training and development, and compensation decisions, among others. This will help you create a more efficient approach to engaging your workforce.<br \/><br \/><\/span><\/li><li aria-level=\"1\"><b>Administrative tasks: <\/b><span style=\"font-weight: 400;\">consider how the performance review process aligns with other administrative tasks and technologies used in your company. Streamlining these processes can reduce the administrative burden, making performance reviews less disruptive to daily operations. This alignment can include the <\/span><a href=\"https:\/\/nailted.com\/performance-reviews-check-ins\"><span style=\"font-weight: 400;\">integration of a performance review software<\/span><\/a><span style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">.<br \/><br \/><\/span><\/span><\/li><li aria-level=\"1\"><b>Other kinds of reviews: <\/b><span style=\"font-weight: 400;\">it is important to consider whether this new review will occur at the same time as other reviews. For example, you may have launched a company-wide values and culture review at the same time as a competency and skills review for the marketing team.<\/span><\/li><\/ul>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-0101ef7 elementor-widget elementor-widget-heading\" data-id=\"0101ef7\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">Defining the purpose of the performance review<\/h3>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-0a39287 elementor-widget elementor-widget-text-editor\" data-id=\"0a39287\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Keep in mind that you will need to design your performance review based on what you want to achieve with it. <\/span><b>The purpose sets the tone, expectations and outcomes of the review process. It also determines the questions employees will be asked to answer<\/b><span style=\"font-weight: 400;\">. Here you have a list of a few examples of performance reviews&#8217; purposes:<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-d24da62 elementor-widget elementor-widget-text-editor\" data-id=\"d24da62\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<ul><li style=\"font-weight: 400;\" aria-level=\"1\"><b>Evolution and goals at 6 months:<\/b><span style=\"font-weight: 400;\"> this review focuses on tracking the employee&#8217;s evolution over the prior six months and how their goals are expected to develop in the upcoming half-year. It serves as a valuable approach for establishing forthcoming objectives.<br \/><br \/><\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><b>Competencies and skills:<\/b><span style=\"font-weight: 400;\"> it evaluates the precise skills and competencies essential for each job role. This particular approach aids in pinpointing the areas where an employee might require improvement.\u00a0<br \/><br \/><\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><b>Job satisfaction: <\/b><span style=\"font-weight: 400;\">this review gauges employee satisfaction and their level of comfort in their current role. It proves highly effective when HR is seeking to pinpoint issues related to retention.<br \/><br \/><\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><b>Customer relationships:<\/b><span style=\"font-weight: 400;\"> this review assesses the quality of service employees provide to clients. It&#8217;s important to note that this review isn&#8217;t tailored solely for customer success teams; rather, it&#8217;s applicable to all staff members who interact with customers.\u00a0<br \/><br \/><\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><b>Value alignment:<\/b><span style=\"font-weight: 400;\"> creating a company in which there is harmony between the employees and the corporate values is pivotal for achieving workplace success.\u00a0<br \/><br \/><\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><strong>Interpersonal relationships and teamwork:<\/strong> this review focuses on evaluating the extent of cooperation and mutual synergy among team members. It studies skills related to communication, empathy, attentive listening and conflict resolution, among others.<br \/><br \/><\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><b>General feedback from the team to the manager:<\/b><span style=\"font-weight: 400;\"> this review empowers employees to share their thoughts regarding how the manager guides, inspires, and cooperates with the team.<br \/><br \/><\/span><\/li><li aria-level=\"1\"><b>Generic 360 degree feedback:<\/b><span style=\"font-weight: 400;\"> the purpose of this review is to furnish a holistic perspective on each individual&#8217;s performance and skills. <\/span><\/li><\/ul>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-11d653a elementor-widget elementor-widget-text-editor\" data-id=\"11d653a\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">If any of the aforementioned purposes align with the idea you have in mind, don\u2019t forget to take a look at this article about <\/span><a href=\"https:\/\/nailted.com\/blog\/performance-review-examples\/\"><span style=\"font-weight: 400;\">performance review examples<\/span><\/a><span style=\"font-weight: 400;\">. There you\u2019ll find 8 downloadable templates and 260 questions to include in your reviews.<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-c074dbc elementor-widget elementor-widget-heading\" data-id=\"c074dbc\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">Defining the right time and periodicity<\/h3>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-5463ea8 elementor-widget elementor-widget-text-editor\" data-id=\"5463ea8\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Choosing the right timing and frequency for conducting performance reviews plays a pivotal role in <\/span><b>ensuring the effectiveness and relevance of the evaluation<\/b><span style=\"font-weight: 400;\">. Don\u2019t forget that it also <\/span><a href=\"https:\/\/nailted.com\/blog\/employee-experience-trends-tech-ex-report\/\"><span style=\"font-weight: 400;\">impacts the overall employee experience<\/span><\/a><span style=\"font-weight: 400;\"> significantly.\u00a0<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-f943e34 elementor-widget elementor-widget-text-editor\" data-id=\"f943e34\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<ul><li style=\"font-weight: 400;\" aria-level=\"1\"><b>Regularity and consistency:<\/b><span style=\"font-weight: 400;\"> employees need to know when to expect their performance reviews. Whether they are conducted annually, quarterly, or even more frequently. This regularity ensures that the review process becomes an integrated part of the company&#8217;s culture.<br \/><br \/><\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><b>\u00a0Alignment with business cycles: <\/b><span style=\"font-weight: 400;\">align the timing with the broader business cycles. For instance, if your company operates on a fiscal calendar, it might make sense to schedule reviews at the beginning or end of each fiscal year.\u00a0<br \/><br \/><\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><b>Keep employee engagement in mind:<\/b><span style=\"font-weight: 400;\"> conducting reviews too infrequently may lead to employees feeling undervalued. However, too frequent reviews may cause burnout or frustration. Look for the right balance to maintain employee engagement.<br \/><br \/><\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><b>Feedback relevance: <\/b><span style=\"font-weight: 400;\">the timing of performance reviews should be such that it allows for relevant feedback. This allows for a more accurate and fresh perspective on an employee&#8217;s contributions and areas for improvement.<br \/><br \/><\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><b>Goal setting: <\/b><span style=\"font-weight: 400;\">The periodicity should provide enough time for employees to work on their objectives and demonstrate progress. This ensures that performance reviews are not just backward-looking but also forward-focused.<br \/><br \/><\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><b>Manager Availability: <\/b><span style=\"font-weight: 400;\">ensure that managers have the necessary time and resources to answer reviews. Overburdening managers with too many reviews in a short period can compromise the quality of feedback and discussions.<br \/><br \/><\/span><\/li><li aria-level=\"1\"><b>Adjust to company changes: <\/b><span style=\"font-weight: 400;\">as companies evolve, so should the timing and periodicity of performance reviews. For example, during times of growth, more frequent reviews might be beneficial to address emerging challenges and opportunities.<\/span><\/li><\/ul>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-bcf9bdb elementor-widget elementor-widget-heading\" data-id=\"bcf9bdb\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">Including the right questions<\/h3>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-53264b1 elementor-widget elementor-widget-text-editor\" data-id=\"53264b1\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Choosing the right questions serve as the backbone of the review process as <\/span><b>they shape the quality and depth of insights gathered<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-e931122 elementor-widget elementor-widget-text-editor\" data-id=\"e931122\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<ul><li style=\"font-weight: 400;\" aria-level=\"1\"><b>\u00a0Alignment with purpose: <\/b><span style=\"font-weight: 400;\">do you remember the different purposes of performance reviews we previously talked about? As we mentioned above, it will serve to design the <\/span><a href=\"https:\/\/nailted.com\/blog\/performance-review-examples\/#260_Performance_review_questions_for_each_of_the_8_examples\"><span style=\"font-weight: 400;\">questionnaire of your performance review<\/span><\/a><span style=\"font-weight: 400;\">.<br \/><br \/><\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><b>Balance of qualitative and quantitative questions:<\/b><span style=\"font-weight: 400;\"> qualitative questions encourage descriptive feedback, providing context and insights. Quantitative questions, often rated on a scale, allow for numerical evaluation and comparison.<br \/><br \/><\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><b>Clarity:<\/b><span style=\"font-weight: 400;\"> the questions should be clear and specific, leaving no room for ambiguity. Ambiguous or vague questions can lead to imprecise responses. You should design them in a way employees can <\/span><a href=\"https:\/\/nailted.com\/blog\/guide-how-to-make-feedback-a-habit-in-your-company\/\"><span style=\"font-weight: 400;\">provide accurate and actionable feedback<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><span style=\"font-weight: 400;\"><br \/><br \/><\/span><\/li><li aria-level=\"1\"><b>Consideration of your competencies and values:<\/b><span style=\"font-weight: 400;\"> make sure you\u2019ve previously defined the competencies required for each role and your corporate values. It is also very important to communicate this information to employees so they can answer the review accordingly.<\/span><\/li><\/ul>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-4b66640 elementor-widget elementor-widget-heading\" data-id=\"4b66640\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">Choosing the right measurement scale<\/h3>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-0bac3a3 elementor-widget elementor-widget-text-editor\" data-id=\"0bac3a3\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Once you\u2019ve decided which questions you\u2019ll include, choose the scale that best fits each of them. We recommend<\/span><b> creating short descriptions of each of the options and integrating them into the evaluation <\/b><span style=\"font-weight: 400;\">to ensure that participants understand scales perfectly.<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-f166a52 elementor-widget elementor-widget-text-editor\" data-id=\"f166a52\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Here are some scales you can use:<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-2e59d16 elementor-widget elementor-widget-text-editor\" data-id=\"2e59d16\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<ul><li style=\"font-weight: 400;\" aria-level=\"1\"><b>Numerical Scale 1 to 4: <\/b><span style=\"font-weight: 400;\">use this scale when you need to make a decision, as people need to have a clear opinion as there is no middle ground.<br \/><br \/><\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><b>Numerical Scale 1 to 5: <\/b><span style=\"font-weight: 400;\">this scale is a middle ground between having too many options and granularity. It\u2019s usually the most common among companies.<br \/><br \/><\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><b>Numerical scale from 0 to 10: <\/b><span style=\"font-weight: 400;\">this scale is ideal when you need variability, however it has a downside as it can generate gray areas.<br \/><br \/><\/span><\/li><li aria-level=\"1\"><b>Likert: <\/b><span style=\"font-weight: 400;\">when using this scale it is very important to establish short, clear and differentiated labels.<\/span><\/li><\/ul>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-adf09e9 elementor-widget elementor-widget-heading\" data-id=\"adf09e9\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">Choosing a performance review platform<\/h3>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-10603a0 elementor-widget elementor-widget-spacer\" data-id=\"10603a0\" data-element_type=\"widget\" data-widget_type=\"spacer.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<div class=\"elementor-spacer\">\n\t\t\t<div class=\"elementor-spacer-inner\"><\/div>\n\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-6817f6a elementor-widget elementor-widget-image\" data-id=\"6817f6a\" data-element_type=\"widget\" data-widget_type=\"image.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<img fetchpriority=\"high\" width=\"1024\" height=\"682\" src=\"https:\/\/nailted.com\/blog\/wp-content\/uploads\/2023\/10\/Imagenes-blog-1024x682-11-45x30.png\" class=\"attachment-large size-large wp-image-10978 lazy\" alt=\"Performance review tool Nailted\" data-srcset=\"https:\/\/nailted.com\/blog\/wp-content\/uploads\/2023\/10\/Imagenes-blog-1024x682-11.png 1024w, https:\/\/nailted.com\/blog\/wp-content\/uploads\/2023\/10\/Imagenes-blog-1024x682-11-300x200.png 300w, https:\/\/nailted.com\/blog\/wp-content\/uploads\/2023\/10\/Imagenes-blog-1024x682-11-768x512.png 768w, https:\/\/nailted.com\/blog\/wp-content\/uploads\/2023\/10\/Imagenes-blog-1024x682-11-45x30.png 45w\" data-sizes=\"100vw\" data-width=\"1024\" data-height=\"682\" data-src=\"https:\/\/nailted.com\/blog\/wp-content\/uploads\/2023\/10\/Imagenes-blog-1024x682-11.png\" srcset=\"https:\/\/nailted.com\/blog\/wp-content\/uploads\/2023\/10\/Imagenes-blog-1024x682-11-45x30.png 45w, https:\/\/nailted.com\/blog\/wp-content\/uploads\/2023\/10\/Imagenes-blog-1024x682-11-300x200.png 300w, https:\/\/nailted.com\/blog\/wp-content\/uploads\/2023\/10\/Imagenes-blog-1024x682-11-768x512.png 768w, https:\/\/nailted.com\/blog\/wp-content\/uploads\/2023\/10\/Imagenes-blog-1024x682-11.png 1024w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/>\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-96265c0 elementor-widget elementor-widget-spacer\" data-id=\"96265c0\" data-element_type=\"widget\" data-widget_type=\"spacer.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<div class=\"elementor-spacer\">\n\t\t\t<div class=\"elementor-spacer-inner\"><\/div>\n\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-5574bda elementor-widget elementor-widget-text-editor\" data-id=\"5574bda\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Performance review tools have revolutionized the way organizations conduct performance evaluations. This is because <\/span><b>these tools make them more efficient, transparent, and data-driven<\/b><span style=\"font-weight: 400;\">. Keep the following in mind when<\/span><a href=\"https:\/\/nailted.com\/performance-reviews-check-ins\"><span style=\"font-weight: 400;\"> choosing a performance review tool<\/span><\/a><span style=\"font-weight: 400;\">:<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-bdd03a8 elementor-widget elementor-widget-text-editor\" data-id=\"bdd03a8\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<ul><li style=\"font-weight: 400;\" aria-level=\"1\"><b>Streamlined process:<\/b><span style=\"font-weight: 400;\"><span style=\"font-weight: 400;\"> a performance review platform has to offer a centralized location for managers, employees, and other participants to submit feedback. This is vital as it ensures that the review process is organized and that everyone can easily participate.<br \/><br \/><\/span><\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><b>Customization: <\/b><span style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">a one-size-fits-all approach might not cater to the unique needs and culture of your company. Look for a tool with preconfigured and customizable options. This will empower you to tailor the platform to match your specific requirements.<br \/><br \/><\/span><\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><b>Integration with other People processes: <\/b><span style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">seamless integration with other processes such as 1:1 meetings, satisfaction surveys, OKRs, and many more, is highly relevant. Think of the capability of transferring data efficiently.<br \/><br \/><\/span><\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><b>Full control of your feedback campaigns: <\/b><span style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">the ideal performance review tool must allow you to establish managerial roles and have full visibility of progress. You must be able to decide who participates and the anonymity of the evaluations.<br \/><br \/><\/span><\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><b>Data-driven insights: <\/b><span style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">it must offer data management capabilities that simplify the collection, storage, and analysis of feedback. A platform that can aggregate data, helps you to identify trends, strengths, and areas for improvement across the organization. This is invaluable for strategic decision-making.<br \/><br \/><\/span><\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><b>Clear and actionable results: <\/b><span style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">aggregating data to your competencies and values matrix has to be a must! It can make a difference when deciding on career development plans or making decisions on salary and promotions.<br \/><br \/><\/span><\/span><\/li><li aria-level=\"1\"><b>Support: <\/b><span style=\"font-weight: 400;\">nobody better than a tool specialized in the performance review process will be able to explain how to conduct a performance review. Make sure you can count on their support during the whole process!<\/span><\/li><\/ul>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-c6e605a elementor-widget elementor-widget-text-editor\" data-id=\"c6e605a\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">At <\/span><a href=\"https:\/\/nailted.com\/\"><span style=\"font-weight: 400;\">Nailted<\/span><\/a><span style=\"font-weight: 400;\"> we do it all, and more. We help you create your performance review process from the design of the evaluation itself, its launch and calibration, to the delivery of results and the follow-up of OKRs. A process adapted to People teams, with advanced configurations, that allows you to automate each step while maintaining full control over your feedback campaigns. <\/span><a href=\"https:\/\/nailted.com\/book-a-demo\"><span style=\"font-weight: 400;\">Want to find out more?<\/span><\/a><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-1432cd1 elementor-widget elementor-widget-heading\" data-id=\"1432cd1\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">Communicating the purpose and process to employees<\/h3>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-e06c774 elementor-widget elementor-widget-text-editor\" data-id=\"e06c774\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Open and informative communication is essential for setting expectations, reducing anxiety, and <\/span><b>ensuring the review process is constructive and well-received<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-f15f579 elementor-widget elementor-widget-text-editor\" data-id=\"f15f579\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<ul><li style=\"font-weight: 400;\" aria-level=\"1\"><b>Set clear expectations: <\/b><span style=\"font-weight: 400;\">help employees understand what to expect. Outline the purpose, timing, and participants involved in the review. This clarity reduces uncertainty and anxiety, allowing employees to prepare for their review and participate more effectively.<br \/><br \/><\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><b>Alignment with company goals: <\/b><span style=\"font-weight: 400;\">when employees understand how the performance review process connects to their goals, they are more likely to see the value in the process. This alignment fosters a sense of purpose and commitment to the company&#8217;s success.<br \/><br \/><\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><b>Transparency: <\/b><span style=\"font-weight: 400;\">employees need to know that the process is impartial and based on objective criteria. This trust in the process is crucial for maintaining morale and motivation.<br \/><br \/><\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><b>Participation and feedback:<\/b><span style=\"font-weight: 400;\"> employees should be informed about their role in the process. Open communication channels for employees to express concerns or ask questions about the process. Addressing their queries promptly can enhance their comfort with the review process.<br \/><br \/><\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><b>Educational resources: <\/b><span style=\"font-weight: 400;\">provide educational resources, such as training materials or workshops, to help employees understand the performance review process better. This ensures that they are well-prepared to engage in the process, offer constructive feedback, and set personal development goals.<br \/><br \/><\/span><\/li><li aria-level=\"1\"><b>Ongoing communication: <\/b><span style=\"font-weight: 400;\">do not limit the communication to a single notification at the start of the review process. Offer ongoing updates, reminders, and guidance throughout the process to keep employees engaged at every stage.<\/span><\/li><\/ul>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-c5d2134 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"c5d2134\" data-element_type=\"section\" data-settings=\"{&quot;jet_parallax_layout_list&quot;:[{&quot;jet_parallax_layout_image&quot;:{&quot;url&quot;:&quot;&quot;,&quot;id&quot;:&quot;&quot;,&quot;size&quot;:&quot;&quot;},&quot;_id&quot;:&quot;0709ece&quot;,&quot;jet_parallax_layout_image_tablet&quot;:{&quot;url&quot;:&quot;&quot;,&quot;id&quot;:&quot;&quot;,&quot;size&quot;:&quot;&quot;},&quot;jet_parallax_layout_image_mobile&quot;:{&quot;url&quot;:&quot;&quot;,&quot;id&quot;:&quot;&quot;,&quot;size&quot;:&quot;&quot;},&quot;jet_parallax_layout_speed&quot;:{&quot;unit&quot;:&quot;%&quot;,&quot;size&quot;:50,&quot;sizes&quot;:[]},&quot;jet_parallax_layout_type&quot;:&quot;scroll&quot;,&quot;jet_parallax_layout_direction&quot;:&quot;1&quot;,&quot;jet_parallax_layout_fx_direction&quot;:null,&quot;jet_parallax_layout_z_index&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_x&quot;:50,&quot;jet_parallax_layout_bg_x_tablet&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_x_mobile&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_y&quot;:50,&quot;jet_parallax_layout_bg_y_tablet&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_y_mobile&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_size&quot;:&quot;auto&quot;,&quot;jet_parallax_layout_bg_size_tablet&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_size_mobile&quot;:&quot;&quot;,&quot;jet_parallax_layout_animation_prop&quot;:&quot;transform&quot;,&quot;jet_parallax_layout_on&quot;:[&quot;desktop&quot;,&quot;tablet&quot;]}]}\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-e6c4e5d\" data-id=\"e6c4e5d\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-952b4d6 elementor-widget elementor-widget-heading\" data-id=\"952b4d6\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Performance review process<\/h2>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-08946ef elementor-widget elementor-widget-text-editor\" data-id=\"08946ef\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<ol><li><span style=\"font-weight: 400;\">Nomination phase<\/span><\/li><li>Participation phase<\/li><li>Calibration phase<\/li><li>Results delivery phase<\/li><\/ol>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-6f4b304 elementor-widget elementor-widget-text-editor\" data-id=\"6f4b304\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><b>&gt; Masterclass (Spanish): <\/b><a href=\"https:\/\/www.youtube.com\/watch?v=G2MZgs4NLHs\"><b>How to design, launch and manage a 360\u00b0 review with Nailted<\/b><\/a><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-1e045a7 elementor-widget elementor-widget-heading\" data-id=\"1e045a7\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">1. Nomination phase<\/h3>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-69af9c8 elementor-widget elementor-widget-text-editor\" data-id=\"69af9c8\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Once we have prepared the evaluation, the nomination phase will be the next step in the performance review process. In this phase, the administrators of the process, usually the <\/span><b>People team, and managers in the company establish who will receive feedback on whom<\/b><span style=\"font-weight: 400;\">.\u00a0 That is to say, which specific people will be involved in the review of each employee. <\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-291845c elementor-widget elementor-widget-text-editor\" data-id=\"291845c\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">You must take into account that <\/span><b>feedback can be given in many different directions<\/b><span style=\"font-weight: 400;\">, so it is important to have a clear structure of who will give feedback and to whom. There are 4 directions in which questions can be asked:<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-c1e6f0b elementor-widget elementor-widget-text-editor\" data-id=\"c1e6f0b\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<ul><li style=\"font-weight: 400;\" aria-level=\"1\"><b>Self-assessment:<\/b><span style=\"font-weight: 400;\"> employees evaluate their own performance, competencies and\/or values. The final goal is to commit employees to their own professional development. <\/span><i><span style=\"font-weight: 400;\">I.E. Tom answers questions about himself.<br \/><br \/><\/span><\/i><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><b>Peer performance review:<\/b><span style=\"font-weight: 400;\"> an employee\u2019s co-worker evaluates their performance based primarily on shared experiences in the workplace. This review fosters collaboration, communication and the pursuit of professional development of the team. <\/span><i><span style=\"font-weight: 400;\">I.E. Emma, Tom\u2019s team co-worker, answers questions about Tom.<br \/><br \/><\/span><\/i><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><b>Manager to report performance review:<\/b><span style=\"font-weight: 400;\"> the employee\u2019s direct manager evaluates the employee performance based on previously defined goals. The employee does the same with their manager. <\/span><i><span style=\"font-weight: 400;\">I.E. Anna, Tom\u2019s manager, answers questions about Tom.<br \/><br \/><\/span><\/i><\/li><li aria-level=\"1\"><b>Report to manager performance review:<\/b><span style=\"font-weight: 400;\"> same method as the one mentioned above. However, here it is the employee who gives feedback to their manager. <\/span><i><span style=\"font-weight: 400;\">I.E. Tom answers questions about Anna.<\/span><\/i><\/li><\/ul>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-bc6becc elementor-widget elementor-widget-spacer\" data-id=\"bc6becc\" data-element_type=\"widget\" data-widget_type=\"spacer.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<div class=\"elementor-spacer\">\n\t\t\t<div class=\"elementor-spacer-inner\"><\/div>\n\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-cccbf8e elementor-widget elementor-widget-image\" data-id=\"cccbf8e\" data-element_type=\"widget\" data-widget_type=\"image.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<img width=\"1024\" height=\"743\" src=\"https:\/\/nailted.com\/blog\/wp-content\/uploads\/2023\/10\/full_control_of_your_feedback_campaigns-2-45x33.png\" class=\"attachment-large size-large wp-image-10778 lazy\" alt=\"Absolute control of your performance review process\" data-srcset=\"https:\/\/nailted.com\/blog\/wp-content\/uploads\/2023\/10\/full_control_of_your_feedback_campaigns-2-1024x743.png 1024w, https:\/\/nailted.com\/blog\/wp-content\/uploads\/2023\/10\/full_control_of_your_feedback_campaigns-2-300x218.png 300w, https:\/\/nailted.com\/blog\/wp-content\/uploads\/2023\/10\/full_control_of_your_feedback_campaigns-2-768x558.png 768w, https:\/\/nailted.com\/blog\/wp-content\/uploads\/2023\/10\/full_control_of_your_feedback_campaigns-2-45x33.png 45w, https:\/\/nailted.com\/blog\/wp-content\/uploads\/2023\/10\/full_control_of_your_feedback_campaigns-2.png 1241w\" data-sizes=\"100vw\" data-width=\"1024\" data-height=\"743\" data-src=\"https:\/\/nailted.com\/blog\/wp-content\/uploads\/2023\/10\/full_control_of_your_feedback_campaigns-2-1024x743.png\" srcset=\"https:\/\/nailted.com\/blog\/wp-content\/uploads\/2023\/10\/full_control_of_your_feedback_campaigns-2-45x33.png 45w, https:\/\/nailted.com\/blog\/wp-content\/uploads\/2023\/10\/full_control_of_your_feedback_campaigns-2-300x218.png 300w, https:\/\/nailted.com\/blog\/wp-content\/uploads\/2023\/10\/full_control_of_your_feedback_campaigns-2-1024x743.png 1024w, https:\/\/nailted.com\/blog\/wp-content\/uploads\/2023\/10\/full_control_of_your_feedback_campaigns-2-768x558.png 768w, https:\/\/nailted.com\/blog\/wp-content\/uploads\/2023\/10\/full_control_of_your_feedback_campaigns-2.png 1241w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/>\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-663a309 elementor-widget elementor-widget-spacer\" data-id=\"663a309\" data-element_type=\"widget\" data-widget_type=\"spacer.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<div class=\"elementor-spacer\">\n\t\t\t<div class=\"elementor-spacer-inner\"><\/div>\n\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-13e1add elementor-widget elementor-widget-text-editor\" data-id=\"13e1add\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Keep in mind that how you define the nomination process will impact the type of performance review you\u2019re conducting.<\/span> <span style=\"font-weight: 400;\">Take a look at the full list of <\/span><a href=\"https:\/\/nailted.com\/blog\/types-of-performance-reviews\/\"><span style=\"font-weight: 400;\">14 types of performance reviews<\/span><\/a><span style=\"font-weight: 400;\"> to choose the one that fits your business needs. Also, <\/span><b>when making the decision of who participates in the evaluation, consider excluding people who have just joined the company<\/b><span style=\"font-weight: 400;\">. They have not had enough exposure to the company to form an opinion.<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-b2c835e elementor-widget elementor-widget-heading\" data-id=\"b2c835e\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">2. Participation phase<\/h3>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-2d1e9fc elementor-widget elementor-widget-text-editor\" data-id=\"2d1e9fc\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Once the nomination phase is over, it is time to launch the performance review and land on the participation phase. <\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-ad817d3 elementor-widget elementor-widget-heading\" data-id=\"ad817d3\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h4 class=\"elementor-heading-title elementor-size-default\">How to encourage employee participation in a performance review<\/h4>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-67950b8 elementor-widget elementor-widget-spacer\" data-id=\"67950b8\" data-element_type=\"widget\" data-widget_type=\"spacer.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<div class=\"elementor-spacer\">\n\t\t\t<div class=\"elementor-spacer-inner\"><\/div>\n\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-103a655 elementor-widget elementor-widget-text-editor\" data-id=\"103a655\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">One of the main objectives here is to <\/span><b>get as high a percentage of participation as possible<\/b><span style=\"font-weight: 400;\">. This is how the performance evaluation process will be successful.<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-a4a9bc2 elementor-widget elementor-widget-text-editor\" data-id=\"a4a9bc2\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">What can you do in this respect:<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-9fbf369 elementor-widget elementor-widget-text-editor\" data-id=\"9fbf369\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<ul><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Encourage a <\/span><b>two-way conversation during the review<\/b><span style=\"font-weight: 400;\">, where employees can share their perspectives and concerns. In this way, you can help with all possible doubts.<br \/><br \/><\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><b>Keep employees informed about the progress<\/b><span style=\"font-weight: 400;\"> of the performance review process and any changes or improvements. This is a good way to follow up on participation to push if necessary.\u00a0<br \/><br \/><\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Above all, <\/span><b>give people enough time to complete it<\/b><span style=\"font-weight: 400;\">, and be respectful with their other responsibilities. If possible reserve time slots in their calendars, especially managers, prior to launching the campaign.<br \/><br \/><\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><b>Explain each measurement\u00a0 scale&#8217;s meaning<\/b><span style=\"font-weight: 400;\"> in order to align on the values and make the process as smooth as possible.<br \/><br \/><\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Make sure <\/span><b>everyone knows the corporate values<\/b><span style=\"font-weight: 400;\"> if employees are going to evaluate their peers in this regard. It\u2019s important that they have them internalized.<br \/><br \/><\/span><\/li><li aria-level=\"1\"><span style=\"font-weight: 400;\">If there is a <\/span><a href=\"https:\/\/nailted.com\/performance-reviews-check-ins#competency-matrix\"><b>competency matrix<\/b><\/a><b> for each team<\/b><span style=\"font-weight: 400;\">, make sure you have communicated this in advance. In this way, everyone will know the different scenarios and what level of competencies they need to meet.<\/span><\/li><\/ul>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-5fc79ba elementor-widget elementor-widget-heading\" data-id=\"5fc79ba\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h4 class=\"elementor-heading-title elementor-size-default\">Tips to share with employees<\/h4>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-4051594 elementor-widget elementor-widget-text-editor\" data-id=\"4051594\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">To make the results of performance reviews as actionable as possible, it is important that <\/span><b>employees know how to complete them properly<\/b><span style=\"font-weight: 400;\">. Here are some tips you can share with employees to help them:<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-ebea2ea elementor-widget elementor-widget-text-editor\" data-id=\"ebea2ea\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<ul><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">When giving feedback, always <\/span><b>mention specific behaviors<\/b><span style=\"font-weight: 400;\">. If you can include a concrete example, it will be more likely to help the other person understand your feedback.<br \/><br \/><\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">You can <\/span><b>use some method of feedback to structure your comments<\/b><span style=\"font-weight: 400;\">. A good method is <\/span><a href=\"https:\/\/nailted.com\/blog\/how-to-use-the-sbi-feedback-model-to-give-effective-feedback\/\"><span style=\"font-weight: 400;\">SBI Feedback<\/span><\/a><span style=\"font-weight: 400;\">, which will allow good, constructive and effective feedback to be given.<br \/><br \/><\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">There are times when these processes are not very fair because only the recent past is taken into account. For this reason, it is advisable to <\/span><b>review the interactions you\u2019ve had with the person being evaluated<\/b><span style=\"font-weight: 400;\"> in the time frame established for the evaluation. For example, if you\u2019re a manager, you can review the agendas of your previous 1:1 meetings with the employee.<br \/><br \/><\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Whenever possible, <\/span><b>adding data will enrich the feedback<\/b><span style=\"font-weight: 400;\">. This is the best way to objectively argue the feedback given.<br \/><br \/><\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><b>The company&#8217;s objectives and corporate values should always be taken into account<\/b><span style=\"font-weight: 400;\">. In this way, the feedback given will have a basis on which to base your arguments.<br \/><br \/><\/span><\/li><li aria-level=\"1\"><span style=\"font-weight: 400;\">Take your time. Performance reviews are crucial to detect areas of improvement and strengths that allow employees to continue to grow. It is better to <\/span><b>answer a little at a time if you don&#8217;t have the time<\/b><span style=\"font-weight: 400;\">, than to do it quickly all at once.<\/span><\/li><\/ul>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-bceb72f elementor-widget elementor-widget-spacer\" data-id=\"bceb72f\" data-element_type=\"widget\" data-widget_type=\"spacer.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<div class=\"elementor-spacer\">\n\t\t\t<div class=\"elementor-spacer-inner\"><\/div>\n\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-f96abb9 elementor-widget elementor-widget-text-editor\" data-id=\"f96abb9\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p>[content_upgrade cu_id=&#8221;9155&#8243;] <b>The basis for an effective performance review is good feedback, learn how to implement it in your company!<\/b><span style=\"font-weight: 400;\"><strong>\u00a0<\/strong><\/span>[content_upgrade_button]Download guide[\/content_upgrade_button][\/content_upgrade]<\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-49995a7 elementor-widget elementor-widget-heading\" data-id=\"49995a7\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">3. Calibration phase<\/h3>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-134c1cd elementor-widget elementor-widget-text-editor\" data-id=\"134c1cd\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Within a performance review process, ensuring the fairness and consistency of these evaluations across different teams, departments, and people, can be a challenge. That&#8217;s where the calibration phase comes in, making sure that all evaluations are aligned with the organization&#8217;s goals and standards. This phase aims to <\/span><b>reduce biases, mitigate subjectivity, and promote objectivity in the performance review process<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-df28bf6 elementor-widget elementor-widget-spacer\" data-id=\"df28bf6\" data-element_type=\"widget\" data-widget_type=\"spacer.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<div class=\"elementor-spacer\">\n\t\t\t<div class=\"elementor-spacer-inner\"><\/div>\n\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-dfa57a3 elementor-widget elementor-widget-text-editor\" data-id=\"dfa57a3\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Ideally, the calibration phase should begin once all evaluators have completed their reviews. It is very important that it has been explained to the managers how this process should be carried out and that they are aligned with each other to use the same criteria.<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-0a63a54 elementor-widget elementor-widget-text-editor\" data-id=\"0a63a54\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><b>What should we take into account within the calibration process:<\/b><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-03445df elementor-widget elementor-widget-text-editor\" data-id=\"03445df\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<ul><li style=\"font-weight: 400;\" aria-level=\"1\"><b>Establish clear evaluation criteria:<\/b><span style=\"font-weight: 400;\"> before calibration can occur, it is crucial to have clear and well-defined performance review criteria. These criteria are the yardstick against which employee performance is measured.\u00a0<br \/><br \/><\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><b>Identification of inconsistencies:<\/b><span style=\"font-weight: 400;\"> it\u2019s important to highlight inconsistencies and discrepancies among all feedback received. This usually happens in cases where one person significantly differs from the group&#8217;s consensus. In this situation, the best solution is to talk directly to that person so that they can express their point of view.<br \/><br \/><\/span><\/li><li aria-level=\"1\"><b>Calibration Meeting: <\/b><span style=\"font-weight: 400;\">it\u2019s not an indispensable step, but you can have it. The calibration meeting is a collaborative discussion where managers, often led by HR, come together to review and compare individual performance reviews.<\/span><\/li><\/ul>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-cec2dd9 elementor-widget elementor-widget-text-editor\" data-id=\"cec2dd9\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Remember to give the calibration phase the importance it deserves. In any performance review process is the<\/span><b> key to achieving fairness and consistency in evaluations<\/b><span style=\"font-weight: 400;\">. It ensures that employees are assessed based on standardized criteria and not influenced by individual biases or subjectivity.\u00a0<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-4f1ff6f elementor-widget elementor-widget-text-editor\" data-id=\"4f1ff6f\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">There are a lot of challenges related to calibration. However, its benefits in promoting equity, transparency, and organizational alignment make it an essential component of an effective performance review process.\u00a0<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-b944efa elementor-widget elementor-widget-heading\" data-id=\"b944efa\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">4. Results delivery phase<\/h3>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-d8be3e9 elementor-widget elementor-widget-spacer\" data-id=\"d8be3e9\" data-element_type=\"widget\" data-widget_type=\"spacer.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<div class=\"elementor-spacer\">\n\t\t\t<div class=\"elementor-spacer-inner\"><\/div>\n\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-fa34f4a elementor-widget elementor-widget-image\" data-id=\"fa34f4a\" data-element_type=\"widget\" data-widget_type=\"image.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<img width=\"1024\" height=\"728\" src=\"https:\/\/nailted.com\/blog\/wp-content\/uploads\/2023\/10\/clear_and_actionable_results-2-45x32.png\" class=\"attachment-large size-large wp-image-10776 lazy\" alt=\"Results delivery with the competency matrix\" data-srcset=\"https:\/\/nailted.com\/blog\/wp-content\/uploads\/2023\/10\/clear_and_actionable_results-2-1024x728.png 1024w, https:\/\/nailted.com\/blog\/wp-content\/uploads\/2023\/10\/clear_and_actionable_results-2-300x213.png 300w, https:\/\/nailted.com\/blog\/wp-content\/uploads\/2023\/10\/clear_and_actionable_results-2-768x546.png 768w, https:\/\/nailted.com\/blog\/wp-content\/uploads\/2023\/10\/clear_and_actionable_results-2-45x32.png 45w, https:\/\/nailted.com\/blog\/wp-content\/uploads\/2023\/10\/clear_and_actionable_results-2.png 1281w\" data-sizes=\"100vw\" data-width=\"1024\" data-height=\"728\" data-src=\"https:\/\/nailted.com\/blog\/wp-content\/uploads\/2023\/10\/clear_and_actionable_results-2-1024x728.png\" srcset=\"https:\/\/nailted.com\/blog\/wp-content\/uploads\/2023\/10\/clear_and_actionable_results-2-45x32.png 45w, https:\/\/nailted.com\/blog\/wp-content\/uploads\/2023\/10\/clear_and_actionable_results-2-300x213.png 300w, https:\/\/nailted.com\/blog\/wp-content\/uploads\/2023\/10\/clear_and_actionable_results-2-1024x728.png 1024w, https:\/\/nailted.com\/blog\/wp-content\/uploads\/2023\/10\/clear_and_actionable_results-2-768x546.png 768w, https:\/\/nailted.com\/blog\/wp-content\/uploads\/2023\/10\/clear_and_actionable_results-2.png 1281w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/>\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-ad95cdb elementor-widget elementor-widget-spacer\" data-id=\"ad95cdb\" data-element_type=\"widget\" data-widget_type=\"spacer.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<div class=\"elementor-spacer\">\n\t\t\t<div class=\"elementor-spacer-inner\"><\/div>\n\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-b350a16 elementor-widget elementor-widget-text-editor\" data-id=\"b350a16\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">The results delivery phase is a fundamental part of the performance review process. It plays a key role in <\/span><b>communicating and discussing the results of the review<\/b><span style=\"font-weight: 400;\">. Keep in mind that the results delivery phase always needs to be a two-way conversation. A conversation that encourages open communication and collaboration between employees and their managers. We strongly recommend <\/span><a href=\"https:\/\/nailted.com\/one-on-one-meetings\"><span style=\"font-weight: 400;\">scheduling a 1:1 meeting<\/span><\/a><span style=\"font-weight: 400;\"> for the results handover.<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-e2c14dc elementor-widget elementor-widget-text-editor\" data-id=\"e2c14dc\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><b>What happens in that conversation?\u00a0<\/b><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-27bed27 elementor-widget elementor-widget-text-editor\" data-id=\"27bed27\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<ul><li style=\"font-weight: 400;\" aria-level=\"1\"><b>Feedback: <\/b><span style=\"font-weight: 400;\">employees receive feedback on their performance based on all the evaluations. The feedback should focus on their accomplishments and areas that need development. This can be <\/span><a href=\"https:\/\/nailted.com\/blog\/positive-feedback-examples-to-motivate-your-employees\/\"><span style=\"font-weight: 400;\">positive feedback<\/span><\/a><span style=\"font-weight: 400;\"> or <\/span><a href=\"https:\/\/nailted.com\/blog\/how-to-give-a-coworker-negative-feedback-without-destroying-your-relationship\/\"><span style=\"font-weight: 400;\">negative feedback<\/span><\/a><span style=\"font-weight: 400;\">, but always constructive.<br \/><br \/><\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><b>Performance Ratings: <\/b><span style=\"font-weight: 400;\">managers share with employees their competency matrix. In this way employees are informed of their performance ratings. These ratings help employees understand how their performance compares to established criteria.<br \/><br \/><\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><b>Goal setting: <\/b><span style=\"font-weight: 400;\">once the results have been analyzed it\u2019s time to review the employee OKRs for adjustments. <\/span><a href=\"https:\/\/nailted.com\/blog\/how-to-define-smart-goals-for-employees-after-a-performance-review\/\"><span style=\"font-weight: 400;\">Setting SMART goals after a performance review<\/span><\/a><span style=\"font-weight: 400;\"> is key to foster employee development.<br \/><br \/><\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><b>Recognition: <\/b><span style=\"font-weight: 400;\">exceptional performance and achievements should never be undervalued. Take this chance to <\/span><a href=\"https:\/\/nailted.com\/positive-feedback-culture-with-recognition-software\"><span style=\"font-weight: 400;\">recognize your employee<\/span><\/a><span style=\"font-weight: 400;\"> for their good work, motivating them to continue excelling.<br \/><br \/><\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><b>Professional development: <\/b><span style=\"font-weight: 400;\">having set goals, now it\u2019s the perfect opportunity to <\/span><a href=\"https:\/\/nailted.com\/blog\/how-to-create-a-career-development-plan-for-employees\/\"><span style=\"font-weight: 400;\">work on a career development plan<\/span><\/a><span style=\"font-weight: 400;\">.<\/span> <span style=\"font-weight: 400;\">This plan can include training, coaching, or mentoring.<br \/><br \/><\/span><\/li><li aria-level=\"1\"><b>Next follow-up is scheduled: <\/b><span style=\"font-weight: 400;\">an important part of the definition of goal after the delivery of results is the follow-up. Don&#8217;t forget to do a periodic review of employee goals. The best part of it, you don&#8217;t need to get to the next performance review to do so!<\/span><\/li><\/ul>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-8e5781a elementor-widget elementor-widget-text-editor\" data-id=\"8e5781a\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">The delivery of results phase in the performance review process is a <\/span><b>collaborative effort between employees and managers to reflect on past performance<\/b><span style=\"font-weight: 400;\">. Also, a great opportunity to recognize achievements, and set the stage for future development.\u00a0<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-881768b elementor-widget elementor-widget-text-editor\" data-id=\"881768b\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Performance reviews help foster a culture of continuous improvement and align individual performance with the company&#8217;s goals and values. <\/span><b>It is an indispensable tool in any company that strives to achieve the best possible results without neglecting the employee experience<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-e4763f6 elementor-widget elementor-widget-text-editor\" data-id=\"e4763f6\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Want to turn your company&#8217;s performance review process around? In <\/span><a href=\"https:\/\/nailted.com\/book-a-demo\"><span style=\"font-weight: 400;\">Nailted <\/span><\/a><span style=\"font-weight: 400;\">would be happy to show you around and explain to you how to conduct a performance review that really works!<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-8f11883 elementor-widget elementor-widget-spacer\" data-id=\"8f11883\" data-element_type=\"widget\" data-widget_type=\"spacer.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<div class=\"elementor-spacer\">\n\t\t\t<div class=\"elementor-spacer-inner\"><\/div>\n\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-f4a6abc elementor-widget elementor-widget-text-editor\" data-id=\"f4a6abc\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><b>If you want to find out all about performance reviews, check out these articles:<\/b><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-ecf2874 elementor-widget elementor-widget-text-editor\" data-id=\"ecf2874\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><b>&gt;<\/b> <a href=\"https:\/\/nailted.com\/blog\/types-of-performance-reviews\/\"><span style=\"font-weight: 400;\">The 14 types of performance reviews<\/span><\/a><\/p><p><b>&gt;<\/b> <a href=\"https:\/\/nailted.com\/blog\/performance-review-examples\/\"><span style=\"font-weight: 400;\">8 Performance review examples<\/span><\/a><\/p><p><b>&gt; <\/b><a href=\"https:\/\/nailted.com\/blog\/best-practices-and-common-mistakes-to-avoid-in-a-performance-review\/\"><span style=\"font-weight: 400;\">Best practices and common mistakes<\/span><\/a><\/p><p><b>&gt; <\/b><a href=\"https:\/\/nailted.com\/blog\/how-to-define-smart-goals-for-employees-after-a-performance-review\/\"><span style=\"font-weight: 400;\">Define goals after a performance review<\/span><\/a><\/p><p><b>&gt; <\/b><a href=\"https:\/\/nailted.com\/blog\/performance-culture-why-conduct-a-performance-review\/\"><span style=\"font-weight: 400;\">High performance culture<\/span><\/a><\/p><p><b>&gt; <\/b><a href=\"https:\/\/nailted.com\/performance-reviews-check-ins\"><span style=\"font-weight: 400;\">Performance review tool<\/span><\/a><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"<p>Step-by-step from design to delivery of results.<\/p>\n","protected":false},"author":6,"featured_media":14007,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"image","meta":{"episode_type":"audio","audio_file":"","podmotor_file_id":"","podmotor_episode_id":"","cover_image":"","cover_image_id":"","duration":"","filesize":"","filesize_raw":"","date_recorded":"","explicit":"","block":"","itunes_episode_number":"","itunes_title":"","itunes_season_number":"","itunes_episode_type":"","cybocfi_hide_featured_image":""},"categories":[196],"tags":[85,86,243,217],"series":[],"episode_featured_image":"https:\/\/nailted.com\/blog\/wp-content\/uploads\/2023\/10\/An-employee-conducting-a-performance-review.jpg","episode_player_image":"https:\/\/nailted.com\/blog\/wp-content\/uploads\/2020\/11\/Company-culture-matters-1.jpg","download_link":"","player_link":"","audio_player":false,"episode_data":{"playerMode":"dark","subscribeUrls":{"spotify":{"key":"spotify","url":"https:\/\/open.spotify.com\/show\/1Bl7apd3ITSFD45mwUi1Og?si=T_w80oYURZ22ZGjPMD-LsQ","label":"Spotify","class":"spotify","icon":"spotify.png"},"itunes":{"key":"itunes","url":"https:\/\/podcasts.apple.com\/es\/podcast\/company-culture-matters-by-nailted\/id1545900885","label":"iTunes","class":"itunes","icon":"itunes.png"}},"rssFeedUrl":"https:\/\/nailted.com\/blog\/feed\/podcast\/company-culture-matters","embedCode":"<blockquote class=\"wp-embedded-content\" data-secret=\"Juae71zJGO\"><a href=\"https:\/\/nailted.com\/blog\/how-to-conduct-a-performance-review\/\">How to conduct a Performance Review<\/a><\/blockquote><iframe sandbox=\"allow-scripts\" security=\"restricted\" src=\"https:\/\/nailted.com\/blog\/how-to-conduct-a-performance-review\/embed\/#?secret=Juae71zJGO\" width=\"500\" height=\"350\" title=\"\u00abHow to conduct a Performance Review\u00bb \u2014 \" data-secret=\"Juae71zJGO\" frameborder=\"0\" marginwidth=\"0\" marginheight=\"0\" scrolling=\"no\" class=\"wp-embedded-content\"><\/iframe><script type=\"text\/javascript\">\n\/*! This file is auto-generated *\/\n!function(c,d){\"use strict\";var e=!1,o=!1;if(d.querySelector)if(c.addEventListener)e=!0;if(c.wp=c.wp||{},c.wp.receiveEmbedMessage);else if(c.wp.receiveEmbedMessage=function(e){var t=e.data;if(!t);else if(!(t.secret||t.message||t.value));else if(\/[^a-zA-Z0-9]\/.test(t.secret));else{for(var r,s,a,i=d.querySelectorAll('iframe[data-secret=\"'+t.secret+'\"]'),n=d.querySelectorAll('blockquote[data-secret=\"'+t.secret+'\"]'),o=new RegExp(\"^https?:$\",\"i\"),l=0;l<n.length;l++)n[l].style.display=\"none\";for(l=0;l<i.length;l++)if(r=i[l],e.source!==r.contentWindow);else{if(r.removeAttribute(\"style\"),\"height\"===t.message){if(1e3<(s=parseInt(t.value,10)))s=1e3;else if(~~s<200)s=200;r.height=s}if(\"link\"===t.message)if(s=d.createElement(\"a\"),a=d.createElement(\"a\"),s.href=r.getAttribute(\"src\"),a.href=t.value,!o.test(a.protocol));else 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