employee performance

5 Tips On Conducting An Effective and Meaningful Performance Review

Giving a performance review has never been simple. Now that remote staffing has become a more popular option for employers, the process of conducting performance reviews has become even more complicated. So, if you’re engaged with a remote staffing company, we’ll help you figure out how to give an effective performance review. 

Let your staff know the end goal of the review. 

The first step is to ensure that your staff understands the purpose of the performance review. Remote workers are, by definition, not in close proximity to their managers or other co-workers. This can lead to a feeling of isolation and disconnection from the company’s mission. Make sure that your remote staff knows that their performance reviews are an opportunity for you to connect with them and help them understand how their work is impacting the company’s bottom line. 

Turn the camera on. 

In order to effectively connect with your remote staff, you need to be able to see their face. This may seem like a no-brainer, but it’s easy to get caught up in the day-to-day and forget to turn on the camera during a performance review. Seeing your staff’s facial expressions will help you understand how they’re feeling about their work and the company. It will also help you build trust and rapport with them. 

Be clear and concise in your feedback. 

It’s important to be as clear and concise as possible when giving feedback during a performance review. Remote workers may not have the opportunity to ask questions or seek clarification in person, so it’s important that they understand your feedback the first time. If you’re unsure about how to deliver feedback, consider using a rating system or providing specific examples of what the employee did well or could improve upon. 

Don’t forget to praise good performance. 

In addition to offering constructive criticism, it’s also important to take the time to praise your employees for a job well done. Remote workers may not receive the same level of recognition as their in-office counterparts, so it’s important to make sure that they feel appreciated. A simple “thank you” can go a long way towards making your remote staff feel valued. 

Follow up after the review. 

The performance review doesn’t end when you finish giving feedback. Be sure to follow up with your remote employees after the review to see how they’re doing and if they have any questions. This is a good opportunity to provide additional support or resources they may need to improve their performance in the future. 

Related Article: 5 Tips To Help Improve Employee Performance Reviews

Final Thoughts: 5 Tips on Conducting an Effective and Meaningful Performance Review for Remote Staff 

Because of the nature of remote work, offshore staff are often the most disconnected from the rest of the team. Performance reviews are an opportunity to help bridge that disconnects by providing feedback, praise, and support. So, it’s important to know how to conduct performance reviews that are both effective and meaningful. By following the tips above, you can be sure that your performance review will help your remote staff feel appreciated and supported, while also providing valuable feedback that can help them improve their work in the future. Remote work is here to stay, so start perfecting your performance review process today! 

employee performance reviews

5 Tips to Help Improve Employee Performance Reviews

Employee performance reviews are a vital part of helping the staff create a clearer goal for themselves which also serves as motivation to do better. While it is done differently from every organisation, the goal of boosting employee performance remains as the main priority.

Meanwhile, more than just informing the staff of their level of productivity, employee performance reviews are also a good way to build rapport and loyalty within the organisation. Not only it is good for the company, but also for the individuals concerned.

Now, every employee contributes to the success or failure of a business. That is why improving the efficiency of the workforce and boosting the quality of services that they provide is necessary.

So, whether you’re a manager or a regular staff, it is highly important to keep track of your performance. Knowing your strengths and weaknesses earlier is better so you can do something to focus on your strengths. And to  further help improve every employee performance review, read these tips:

employee performance reviews


1. Find out why an employee is underperforming

Merely knowing and thoroughly understanding the employee’s issues are extremely different. So gathering proper information and enough data as to why they are underperforming would be the best foot forward. And instead of making numerous assumptions, it is better to exert any effort in finding out why. This way, it would be best tackled and addressed accordingly with the people involved.

2. Encourage effective communication

Effective communication happens when two or more people deliver, receive, and understand the message being conveyed successfully. It holds an integral part in creating a clear and concise discourse between people. At work, it aids in livening up the team spirit, building stronger teamwork and job satisfaction.

On the other hand, effective communication gives way to clearly deliver employee performance reviews and lessen the instances of misunderstanding. Also, the team members should be encouraged to communicate their ideas, as well as their deadlines, progress, and things that they believe is affecting their performance.

3. Inspire a positive work environment

Relevant studies prove that happy employees and happy customers are linked together. Happier employees tend to perform better which is said to be the result of a positive work environment. On a bigger scale, the employee’s happiness does not come from being paid a huge amount, nor getting tons of incentives. It is more of the feeling that they are valued for their role, appreciated, trusted, and encouraged to do more. And that is entirely for the HR people to handle.

However, there is only a significantly small number of companies all over the world that highly prioritises employee well-being. Unlike in the Philippines, an impressive number of HR-focused outsourcing companies have been established that gives high regards to the overall employee welfare.

4. Continuous learning and development

Just like how an employee was given a lot of attention during onboarding, they should be continuously provided with ongoing training. This way, the employees would highly feel that the company is very much concerned about developing their skills to further improve their performances too.

5. Use the necessary data to evaluate employees

Measuring and analysing employee performance based on their accomplished tasks, quality of work, and other data-driven results help them to be motivated. Concrete data that shows their strength and weaknesses both empower the employees. It gives them a higher level of motivation and conviction in improving their performance. So supporting and encouraging staff development will, later on, reflect on the business.


Employee performance reviews have provided better results than most ways that the HR people have used before. For example, rather than subjectively calling out an employee and telling them a piece of your mind regarding their performance, showing them the data is more credible.

Now, cultivating a healthy environment and promoting open communication gives the employees more room to work towards the company shared goals. And definitely, it is a good way for them to grow and succeed individually.

So if you want a professional’s viewpoint on how to help your employees further improve their performance and create high performing, productive workplaces, there is an excellent free culture IQ assessment tool which provides an in-depth, personalised report covering your areas of strength, opportunities for improvement and recommendations tailored for you to build a productive and enjoyable business.