How To Write A Performance Review For A Coworker – 14 Tips To Follow

A performance review is a great way to provide feedback to a coworker and help them improve their work. Here’s how to write a performance review for a coworker.

When writing a performance review for a coworker, please focus on the specific behaviours or tasks they performed well or poorly.

How To Write A Performance Review For A Coworker

You can also provide suggestions for improvement to the coworker.

Here are some tips for writing a performance review for a coworker:

1. Be Specific In Your Feedback & Give Examples:

When writing a performance review for a coworker, be specific about what they did well or poorly.

When possible, use specific examples to back up your feedback.

This will help the coworker understand what they need to improve and how they can do it.

Moreover, it can be helpful for the coworker to have this feedback to referring to in the future.

Without being specific, you give room to ambiguity and the possibility that the coworker will not improve.

Always remember to use particular statements. They ensure that the coworker knows what they need to work on. For example:

– “You did a great job on that project.”

– “I noticed that you were always late to meetings.”

– “You did a great job staying organized.”

– “You need to work on your organizational skills.”

2. Offer Suggestions For Improvement:

If you have suggestions for improvement, offer them to the coworker in your review.

It will help them know what they can do to improve their work. This can be anything from attending more meetings to being on time.

However, be sure to avoid giving vague criticism and does not offer any solutions.

It will result in the coworker feeling overwhelmed and not knowing where to start. For example:

– “You should try to be on time for more meetings.”

– “I suggest you need to be more punctual.”

– “You should try to attend more meetings.”

– “It would be helpful if you could stay more organized.”

3. Give Constructive Feedback:

In addition to being specific, be sure to give constructive feedback.

Constructive feedback is designed to help coworker improve their work.

It is essential to avoid giving feedback that is negative or demoralizing.

This will only discourage coworkers and make them less likely to improve their work.

For example, if you noticed that a coworker was always late to meetings, you could say something like:

– “I noticed that you were always late to meetings. It would be helpful if you could try to be on time in the future.

I understand that things come up, but it would be appreciated if you could let us know in advance.”

Another example is if you saw that a coworker struggled to stay organized. You could say:

– “I noticed that you were struggling to stay organized. I suggest using a planner to keep track of your tasks.

This will help you stay on top of your work and meet deadlines.”

Let’s share another instance. Say a coworker had difficulty meeting deadlines. You could say:

– “I noticed that you were struggling to meet deadlines. It might be helpful if you start working on projects earlier in the future.

It can be difficult to meet deadlines when you wait until the last minute.”

4. Be Positive:

When giving feedback, be sure always to be positive. This will encourage the coworker and make them feel good about their work.

It is also essential to avoid being condescending or hostile in your feedback.

This can easily discourage coworkers and make them less likely to improve their work. Also, be sure to avoid using sarcasm.

For example:

– “I appreciate all the hard work you put into this.”

– “I think you have a lot of potential.”

– “Your skills are improving, and we are seeing great results.

5. Avoid Personal Attacks:

Finally, it is essential to avoid personal attacks when writing a performance review. This will only worsen the situation.

It will damage the relationship between you and the coworker. Keep your feedback professional and constructive.

Moreover, avoid using language that could be interpreted as a personal attack. For example:

– “I don’t think you are trying hard enough.”

– “You need to work on your attitude.”

– “I don’t think you are taking this seriously.”

– “You don’t seem to care about your work.”

– “I think you are lazy.”

Keep in mind that the goal of a performance review is to help coworker improve their work.

It is not to succumb to their growth and demotivate them.

6. Be Aware Of Your Tone:

When writing a performance review for a coworker, be aware of your tone. It is important to avoid sounding:

– Judgmental

– Condescending

– Angry

– Frustrated

– Impersonal

Your tone should be:

– Professional

– Constructive

– Positive

– Supportive

Your tone of voice is essential to ensure that your feedback is clear and helpful.

If it is terrible, there are chances that the person reading it will feel bad about themselves. This is not what you want to achieve with a performance review.

7. Use Neutral Language:

When giving feedback, it is essential to use neutral language. This will prevent the situation from becoming emotional or personal. Neutral language is:

– Objective

– Factual

– Unbiased

Some examples of neutral language are:

– “I noticed that you were always late to meetings.”

– “I saw that you were struggling to stay organized.”

– “Well, I noticed that you had difficulty meeting deadlines.”

8. Avoid Generalizations:

When giving feedback, avoid using generalizations. This will only make it difficult for the coworker.

For suggestion, avoid using words like “you always” or “you never.”

They can make the coworker feel defensive and make them less likely to listen to your feedback. For example, don’t say:

– “You always seem to be late.”

– “You never seem to be ready for meetings.”

These generalizations will make the coworker feel like they are not doing their job well. It could damage your relationship.

Instead, try to be specific in your feedback. This will help the coworker to understand what they need to work on.

For example:

– “I noticed that you were always late to meetings. In the future, it might be helpful if you started working on projects earlier.”

9. Use Actionable Language:

When giving feedback, use actionable language. This will help the coworker understand what they need to do to improve their work.

For example, don’t say:

– “You need to be more organized.”

– “You need to be more prepared.”

– “Also, you need to try harder.”

These statements are not actionable. They will not help coworkers understand what they need to do to improve their work.

Instead, try using actionable language. For example:

– “It might be helpful if you created a task list for each project.”

– “This could be useful if you set aside time each day to review your notes from meetings.”

– “It would be beneficial if you met with your supervisor before starting each project.”

10. Avoid Superlatives:

When giving feedback, avoid using superlatives. Superlatives are words that express extreme emotional reactions.

For example, some common superlatives are:

– “Amazing”

– “Incredible”

– “Wonderful”

– “Terrible”

– “Horrible”

These words are vague. They do not give the coworker any specific information about what they need to work on.

Also, superlatives can make the feedback sound insincere.

For example, if you say, “you did an amazing job,” the coworker might think that you are not being sincere. Instead, try to use neutral language.

This will help the coworker understand your feedback without feeling emotional about it.

11. Give Positive and Negative Feedback:

When giving a performance review, must provide positive and negative feedback.

This will help the coworker understand what they are doing well and what they need to work on.

Also, it will show that you are being honest and goal in your feedback.

Giving positive and negative feedback will help the coworker feel like you are being honest with them.

It tells you are trying to help them improve their work.

12. Use “I” Statements:

When giving feedback, use “I” statements. This will help the coworker feel like you are giving them honest feedback.

For example, don’t say, “you need to be more organized.” Instead, try using an “I” statement.

For example, “I noticed that you were having difficulty staying organized.”

Using “I” statements will help the coworker feel like you are giving them honest feedback.

Moreover, you are trying to help them improve their work.

13. Be Concise:

When giving feedback, be concise. This will help the coworker to understand your feedback without feeling overwhelmed.

Also, it will show that you are being aim in your feedback.

For example, don’t say:

“You did a great job on the presentation. I noticed that you were having difficulty staying organized.”

This statement is lengthy, and it will be difficult for the coworker to understand. Instead, try using a shorter report.

For example, “You did a great job on the presentation. But, I noticed that you were having difficulty staying organized.”

This statement is shorter, and it will be easier for the coworker to understand.

14. Use “But”:

When giving feedback, use “but.” This will help emphasize the areas that the coworker needs to work on.

For example, don’t say:

“The presentation was good, but you need to work on your organizational skills.”

This statement does not emphasize the areas that the coworker needs to work on.

Instead, try using “but” to highlight the areas that the coworker needs to work on.

For example, “The presentation was good, but you need to work on your organizational skills.”

This statement emphasizes the areas that the coworker needs to work on.

Importance Of A Performance Review For A Coworker

A performance review for a coworker is essential because of the following reasons:

1. It Tells Coworker Areas Of Improvement:

A performance review for a coworker tells the coworker areas of improvement.

This is important because it helps coworkers know what they need to work on.

In addition, it shows that you are being honest and objective in your feedback.

2. It Helps Coworkers Set SMART Goals:

A performance review for a coworker helps the coworkers set SMART goals. By setting goals, the coworker can work on improving their work.

In addition, it shows that you are being proactive in your feedback.

SMART goals mean that the goal is specific, measurable, attainable, relevant, and time-bound.

3. It Helps Coworkers Understand Expectations Of Them:

A performance review for a coworker helps the coworkers understand expectations of them.

With this understanding, the coworker can work on meeting these expectations. It ultimately boosts work performance.

4. It Builds Trust:

A performance review for a coworker builds trust. This is important because it helps the coworker feel like you are being honest with them.

They can trust your feedback and use it to improve their work.

Thus, the performance review is an integral part of a healthy working relationship.

5. It Helps Coworkers Evaluate Their Performance:

A performance review for a coworker helps the coworkers test their performance.

With this evaluation, the coworker will be able to learn. They can improve the skills needed for more productivity.

It also allows for a more in-depth reflection on their work.

6. It Encourages Positive Feedback:

A performance review for a coworker encourages positive feedback.

This is important because it helps coworkers to feel good about their work.

The coworker will be more likely to continue working hard with a positive outlook. It will positively impact their morale and productivity.

7. It Helps Coworkers Understand The Company’s Expectations:

A performance review for a coworker helps the coworkers understand the company’s expectations.

With the company’s mission and values in mind, the coworker can be sure to produce work that is up to par.

It instills a sense of pride in the work they have to do and a sense of purpose.

8. It Encourages The Coworker To Take Action:

A performance review for a coworker encourages the coworker to take action.

They take the initiatives to work on the identified areas of improvement.

They work hard to be a better version of themselves and, thus, a better employee.

9. It Helps The Coworker Set Priorities:

A performance review for a coworker helps the coworker set priorities.

By understanding the areas of improvement, the coworker can rank what they need to work on first.

This allows them to focus their efforts and improve their work.

Conclusion:

Giving a performance review can be difficult. When giving feedback, be sure to use “I” statements.

Be concise, and use “but” to emphasize the areas the coworker needs to work on.

Don’t complicate giving a performance review. These tips will help you provide honest, goal, and helpful feedback.