Dear HR Manager from Seeking Effective Reviews
Dear HR Manager,
As year-end reviews approach, I want to ensure these conversations are constructive and meaningful. What are some innovative strategies to make our reviews more impactful?
– Seeking Effective Reviews
Dear Seeking Effective Reviews,
Year-end reviews are an opportunity to reflect on achievements and create alignment and motivation for the year ahead. Here are three strategies for making your reviews dynamic.
1. Begin with a Reflection Exercise
To start the review on a reflective, productive note, ask employees to complete a short, open-ended reflection before the meeting. Rather than merely listing achievements, it prompts them to think about their most fulfilling project, a challenge that helped them grow, or a recent skill they’re proud of improving. These reflections encourage self-awareness and help employees see their progress, which prepares them for a deeper, more intentional conversation.
2. Provide Feedback That Resonates
Use “impact moments”—specific examples of work that directly influenced team results or advanced a strategic goal. Show how their unique contributions made a difference. For example, instead of a simple “Well done on that project,” try saying, “Your initiative to streamline our project process reduced the delivery time—your proactive approach was instrumental in our success.” For growth areas, frame feedback in terms of future impact, like, “Building on your ability to prioritize will position you as an even stronger lead on upcoming projects.” This approach gives employees clear examples of where they’ve excelled and clarifies how they can make an impact moving forward.
3. Co-Create a Focus for the Coming Year
Collaborate with each employee to identify one key focus for the coming year—a single, targeted area of growth that’s both achievable and directly relevant to their role. This focus gives employees a clear and manageable goal that will not only build their skills but also make a noticeable difference in their contributions to the team. For example, if an employee is looking to improve their project management skills, their one key focus might be “Delivering clear, data-driven updates in project meetings.” With this focused approach, employees leave the review with a concrete development goal that’s easy to remember and aligned with team priorities.
By incorporating these strategies, you can make year-end reviews a true catalyst for growth. Through reflection, targeted feedback, and a clear focus for the year ahead, you’ll inspire your team to approach the new year with clarity, motivation, and a sense of purpose.
– HR Manager
Originally featured in UBA’s November 2024 HR Elements Newsletter.
