11 Ways Bad Bosses Flub Your Performance Reviews

Performance evaluations: Done well, they're great for the employee—and the employer.

Too bad so many are handled poorly.

Here are 11 things to avoid when you create and deliver performance evaluations:

1. Don't talk about development plans you aren't absolutely sure you can deliver.

You may want to offer training. You may intend to offer training. But if you aren't sure you will be able to, keep quiet. Don't create expectations you can't fulfill. (And if you do feel sure and later realize that you can't because you don't have the funds, the time, etc.—then tell the employee why. Immediately.)

And don't say "hopefully" or "possibly" or "maybe." The employee doesn't hear "possibly." The employee hears "definitely."

2. Don't delve into personality.

Maybe the employee truly is irritable or moody or a downer. Fine: Talk about how those personality traits manifest themselves. Talk about the resulting behavior. Talk about the times he or she snapped at customers or criticized other employees.

Always talk about behavior, not personality.

3. Don't talk about other employees.

Never compare one employee to another employee. Always evaluate the employee's performance against standards, goals, and targets.

4. Don't ask the employee how she feels she performed.

What's the point? If the employee is outstanding, don't expect her to blow her own horn. You do it. Tell her she's outstanding.

If she's sub-par, don't expect her to say so. Explain why she falls short in key areas and then focus on helping her improve.

5. Don't forget concrete examples.

Whatever you talk about you must be able to back up with specific examples. If you don't have an example, especially for a negative, don't bring it up.

And speaking of examples . . .

6. Don't only provide recent concrete examples.

If you're evaluating performance over the past year, make sure you have examples that reflect the entire year. (That's especially important if the employee did great things early in the evaluation term; he'll appreciate that you remember all his contributions.)

Evaluations are designed to inform as well as motivate, so providing "older" examples helps employees focus on performing well for the whole year instead of just in the few months before their next evaluation.

7. Don't argue.

You and the employee may disagree. That's natural. So listen. Be professional. Discuss. Provide reasons. Share your perspective.

But don't argue. You'll both lose.

8. Don't wing it.

If the employee asks a question and you don't know the answer, say so. If the employee asks a question you can't answer—like about another employee, or a customer, or a vendor—then say so.

9.  Don't wait until the day of the review. 

If she does something well, tell her. If he makes a mistake, tell him—and explain what he can do next time. There should never be surprises during the actual review; if anything you say comes as a surprise to the employee, you haven't done your job.

10. Don't treat all goals the same.

Of course, you evaluate employees against standard performance measurements and goals. Then you might assign stretch or development goals. Cool.

But don't treat the two the same. By definition a stretch goal is difficult to accomplish. Failing to meet standard expectations is a problem; failing to meet stretch goals is not. Don't "ding" an employee for failing to fully accomplish something truly amazing. Celebrate the fact they came close—because, after all, that means she's accomplished more.

And last but not least . . .

11. Remember it's all about the employee—not you.

Performance reviews may be one of the only times the employee is truly in the spotlight. So don't hijack the meeting. Don't talk about yourself. Don't talk about your goals or your interests. Keep the focus entirely on the employee.

It's his time. It's her time. It's not your time. Make sure all employees leave their evaluation feeling that way.

Jeff Haden is a writer, speaker, LinkedIn Influencer and contributing editor for Inc. His books include TransForm: Dramatically Improve Your Career, Business, Relationships, and Life . . . One Simple Step at a Time.

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