Software Engineering

How to Implement Performance Reviews at Your Company

Performance evaluations can be a daunting task, especially for companies that have never had a formal process in place. This post will cover how to get started with performance reviews, overcome resistance, and make the process a success.
Published on
March 2024

Performance evaluations can be a daunting task, especially for companies that have never had a formal process in place.

However, done right, they can be incredibly beneficial for both employees and managers.

This post will cover how to get started with performance reviews, overcome resistance, and make the process a success.

Involve Employees in the Process

One of the most important aspects of a successful performance review process is to involve employees from the beginning. This means that managers should have open and honest discussions with their teams about what they hope to achieve with performance evaluations, what the process will look like, and how it will benefit everyone involved.

It's also important to allow for input from employees so that the process reflects their needs and preferences as well.

Understanding Employee Resistance

It's natural for employees to feel nervous about a new performance review process, especially if they've never had one before.

Some common concerns include being judged or criticized, feeling like the process is time-consuming, or not seeing the value in it.

To overcome this resistance, managers should explain the benefits of performance evaluations and how they will help everyone grow and develop.

Teams might also be open to the concept of continuous performance reviews that allow for more regular feedback throughout the year without the need for time-consuming annual or bi-annual review surveys and cycles.

Choosing the Right Review Process

When it comes to performance evaluation methods there are a couple of options that companies typically start with: traditional, top-down, manager to report and 360-degree evaluations.

Traditional evaluations are a one-way process where the manager provides feedback to the employee based on their collective input, while 360 evaluations involve feedback from multiple sources, including colleagues, and sometimes the employee themselves.

Both methods have their own pros and cons, and companies should carefully consider which is the best fit for their organization and culture.

Providing Support

Performance evaluations can be a big change, and it's important to provide support to both managers and employees during the process.

Managers should be trained on how to conduct effective evaluations, and employees should be given resources to help them understand the process and avoid pitfalls as well as to help with providing constructive feedback.

It's also important to provide support in the form of regular check-ins and opportunities for feedback and growth.

And for organizations looking for an easy solution, WorkStory is here to help. Our platform is designed to be part of the team's workflow rather than separate from it, making continuous performance evaluations simple and seamless.

Just Get Started

Performance evaluations can be a game-changer for growing companies, but they require careful planning and implementation to be successful.

By involving employees in the process, understanding resistance, and providing support, companies can create a positive and productive experience for everyone involved.

So why wait? Start your journey towards a more productive and engaged team today.

Weekly newsletter
Join hundreds of HR and team leads—receive our very best resources in your inbox every week.
Thank you! Your submission has been received!
Oops! Something went wrong while submitting the form.

Whenever you’re ready, here are 4 ways WorkStory can help you:

  1. The WorkStory Platform: Our all-in-one performance management solution. WorkStory makes it easy to gather continuous feedback, run 360 reviews, and track team progress—all in one place. Perfect for teams looking to move beyond traditional performance reviews.
  2. The Performance Review Builder Tool: Create customized performance reviews that fit your organization’s unique needs. Tailor the reviews to each role, streamline the review process, and focus on growth-oriented feedback.
  3. Performance Review Templates: Access a library of pre-built, best-in-class performance review templates that are ready to use. Whether you need templates for leadership, team members, or cross-functional roles, we’ve got you covered.
  4. HR Document Templates: From onboarding checklists to change management guides, our HR templates are designed to save time and ensure consistency across your organization. Simply download, customize, and implement.
Latest Posts
Newsletter

How to Hold Managers Accountable for Performance Reviews

The truth is, performance reviews don’t fail because of employees—they fail because managers aren’t being held accountable for their role in the process. Here’s why manager accountability matters and how you can make it a priority in your organization.
Read post
Newsletter

Three Common Performance Review Pitfalls—and How to Avoid Them

As we head into the end-of-year review season, it’s a good time to evaluate how you’re conducting performance reviews. A well-executed review process can inspire and set a clear path for growth. But a few common pitfalls can turn reviews into an ineffective or even dreaded experience for employees.
Read post
Newsletter

5 Signs Your Team Is Quiet Quitting (And How to Fix It)

As a leader, one of the most challenging things to spot is when your team members have mentally checked out but are still physically present. This phenomenon is called quiet quitting—where employees do the bare minimum without showing the engagement they once had.
Read post