Even when the review is weighted toward the critical, it makes psychological sense to start out on a positive note. Acknowledging, front and center, an employee's achievements to date makes him more receptive to the recommendations for improvement that follow. Tying the accomplishments to specific challenges set forth previously-in the employee's last evaluation, for example-provides objective, tangible evidence of progress. It also creates a sense of fair play, as the employee understands in advance the specific criteria by which he is being assessed.
-Beverly Ballaro, Dealing with Difficult People
Last week, we discussed the difficulties of hosting or attending a performance review. This week, we look towards the steps managers can take to overcome these challenges. As most of us know, beginning with a positive statement (the proverbial "spoon full of sugar") makes a critical one go down more easily. But simple praise alone isn't the best method. As BeverlyBallaro suggests, the most effective positive comments will be based upon those goal and feedback that have previously been given to the employee. Doing so reinforces the importance of goal setting and the feedback you provide, and it inspires your employee to continue to strengthen these targeted areas throughout the year.