What is the first step during the handling of a performance review?

The initial step in handling a performance review should focus on noting employee performance weekly. This practice establishes a clear record of the employee's progress, achievements, and areas needing improvement over time. It creates a framework for discussion during the review, ensuring that feedback is grounded in specific examples rather than general perceptions. By maintaining a consistent log of performance, a supervisor can address issues as they arise and highlight accomplishments, leading to a more constructive and comprehensive review process.

This approach also fosters trust, as employees know they are being observed and evaluated fairly, based on a continuous performance record rather than a retrospective analysis that may overlook crucial details. This method ultimately helps inform the discussion and supports a stronger, data-driven conversation during the performance review.

In contrast, while encouraging employee dialogue, reviewing past assessments, and gathering personal feedback are valuable elements of the review process, they typically follow after establishing the foundational understanding of the employee's ongoing performance. These steps rely on accurate and documented performance insights to ensure a fruitful evaluation discussion.