With this discrepancy in mind, this blog post aims to shed new light on the following: <\/p>\n\n\n\n
- \n
- What performance review actually is, <\/li>\n\n\n\n
- Types of performance evaluations,<\/li>\n\n\n\n
- Tips for conducting a professional performance review, and <\/li>\n\n\n\n
- The importance of performance reviews. <\/li>\n<\/ul>\n\n\n\n
Without further ado, let\u2019s dive into it! <\/p>\n\n\n
\n![\"how](\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/02\/how-to-conduct-a-performance-review-cover.png\")
<\/figure>\n<\/div>\n\n\n- \n
- A performance review is a formal and objective evaluation of an employee\u2019s performance conducted by their superiors or HR. <\/li>\n\n\n\n
- A performance review consists of: providing feedback, identifying a professional\u2019s strengths and weaknesses, and stating objectives for the future. <\/li>\n\n\n\n
- We can conduct performance reviews in person or virtually. <\/li>\n\n\n\n
- It is essential to prepare well for the review, maintain a positive atmosphere during the review and provide a professional with the feedback that will help them improve. <\/li>\n\n\n\n
- Regular performance reviews help you increase the organization\u2019s productivity and engagement.<\/li>\n<\/ul>\n\n\n\n
What is a performance review?<\/h2>\n\n\n\n
A performance review is a formal and objective evaluation of an employee\u2019s performance conducted by their superiors or HR. <\/strong> <\/p>\n\n\n\n
A proper performance review should:<\/p>\n\n\n\n
- \n
- Provide feedback<\/strong>, <\/li>\n\n\n\n
- Identify a professional\u2019s strengths and weaknesses<\/strong>, and <\/li>\n\n\n\n
- State the aims and objectives<\/strong> for the future. <\/li>\n<\/ul>\n\n\n\n
Depending on the company\u2019s goals and policies, your superiors can review your: <\/p>\n\n\n\n
- \n
- Work performance<\/strong>, <\/li>\n\n\n\n
- Attitude towards superiors, colleagues, and clients<\/strong>, and<\/li>\n\n\n\n
- Aptness to participate in future projects<\/strong>. <\/li>\n<\/ul>\n\n\n\n
In other words, everything you do during your time in the company can be reviewed. <\/p>\n\n\n\n
However, that doesn\u2019t mean you should be scared or worried about performance reviews. On the contrary, in the 21st century, a huge emphasis has been placed on understanding the employees’ needs and their patterns of behavior. <\/p>\n\n\n\n
Hence, performance reviews are often pleasant talks about what your superiors like about you and what they believe you could do slightly better<\/strong>. <\/p>\n\n\n\n
In addition, superiors might use work performance evaluation meetings to discuss further plans and expectations.<\/p>\n\n\n\n
Nevertheless, it is not all milk and honey. <\/p>\n\n\n\n
If you perform poorly or display a negative attitude in the workplace or during remote work, superiors will point it out and might ask for explanations during your performance review.<\/strong> <\/p>\n\n\n\n
In-person performance review vs. virtual performance review<\/h3>\n\n\n\n
Thanks to collaboration tools such as Pumble<\/a> by CAKE.com<\/a>, managers and team leaders can conduct performance reviews not only in person but also online. <\/p>\n\n\n
\n![\"Owing-to-a-video-conference-option-a-virtual-performance-review-can-be-performed-via-Pumble\"](\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/02\/Owing-to-a-video-conference-option-a-virtual-performance-review-can-be-performed-via-Pumble-2.png\")
A virtual performance review can be performed via Pumble\n<\/figcaption><\/figure>\n<\/div>\n\n\n\n \n\n Hold effective performance reviews over Pumble<\/span>\nSimplify team communication and collaborate more effectively. Try Pumble.<\/p>\n\n
\n Sign up<\/a>\n\n Learn more<\/a>\n <\/div>\n <\/div>\n\n\n\n \n ![\"Illustration\"](\"https:\/\/pumble.com\/blog\/wp-content\/themes\/cake-blog\/theme\/images\/banners\/features.png\")
\n <\/picture>\n <\/div>\n<\/div>\n \n\n\n\nThat leads us to the question: Are there huge differences between traditional (in-person) and virtual performance reviews? <\/em><\/p>\n\n\n\n
According to Bill Catlette<\/a>, Partner at Contented Cow Partners (Leadership and Workforce Advisors), virtual performance reviews aren\u2019t that different from traditional ones<\/strong>:<\/p>\n\n\n\n
\n\n![\"Bill](\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Bill-Catlette-1.jpeg\")
<\/figure>\n<\/div>\n\n\n\n\n\u201cA virtual review is simply having the same discussion via connective technology. Ostensibly, the only thing that\u2019s different is that the parties aren\u2019t together in the same room.<\/em><\/p>\n\n\n\n
That said, the same conversational practices and principles that enable other virtual meetings and conversations apply here as well.\u201d<\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n
<\/div>\n\n\n\nAlthough we agree that the point of virtual performance reviews and in-person ones is the same, we have to ask: what to do if some professionals aren\u2019t as comfortable online as they are in the brick-and-mortar office?<\/p>\n\n\n\n
Bill Catlette explains that a well-mannered and professional approach makes everyone more comfortable:<\/p>\n\n\n\n
\n\n<\/figure>\n<\/div>\n\n\n\n\n\u201cIf you want the conversation to have good business-related information flow, take time to be human. Think of a physician or other clinician who has used good bedside manners with you. They were prepared, willing to listen, and let you be comfortable with the conversation.\u201d<\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n
<\/div>\n\n\n\n\n\ud83d\udca1 Pumble Pro Tip<\/strong><\/p>\n\n\n\n
Applying a few virtual meeting etiquette tips will make your virtual performance reviews more comfortable. <\/p>\n\n\n\n
To learn more about them, check out the following article: <\/p>\n\n\n\n
- \n
- Virtual meeting etiquette tips<\/a> <\/li>\n<\/ul>\n<\/div><\/div>\n\n\n\n
Types of performance reviews<\/h2>\n\n\n\n
According to how often you organize performance reviews<\/strong>, there are: <\/p>\n\n\n\n
- \n
- Monthly reviews<\/strong>, <\/li>\n\n\n\n
- Annual reviews<\/strong>, and <\/li>\n\n\n\n
- Reviews upon request<\/strong>.<\/li>\n<\/ul>\n\n\n\n
They all have advantages, so let\u2019s learn more about them.<\/p>\n\n\n\n
#1 Monthly performance review<\/h3>\n\n\n\n
Many companies schedule a performance review every month or every 3 or 6 months. <\/p>\n\n\n\n
This way, they can track the employees\u2019 progress and check if the recent tasks have been completed properly. <\/p>\n\n\n\n
Although scheduling reviews each month keeps your employees constantly motivated<\/strong>, they can produce unnecessary stress and lead to mistakes due to increased pressure<\/strong>. <\/p>\n\n\n\n
Hence, if you want to schedule frequent performance reviews, arrange them every 3 or 6 months. <\/p>\n\n\n\n
In the meantime, you should: <\/p>\n\n\n\n
- \n
- Track employees\u2019 progress, <\/li>\n\n\n\n
- Provide regular feedback, <\/li>\n\n\n\n
- Praise them<\/a> when needed, and <\/li>\n\n\n\n
- Constructively criticize them if necessary. <\/li>\n<\/ul>\n\n\n
\n![\"Continual](\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/02\/Continual-support-and-praise-can-have-a-plethora-of-positive-effects-on-employees.jpeg\")
Continual support and praise can have a plethora of positive effects on employees \n<\/figcaption><\/figure>\n<\/div>\n\n\n Recognize your employees over Pumble<\/a><\/p>\n\n\n\n
By doing so, your employees will: <\/p>\n\n\n\n
- \n
- Feel more comfortable,<\/li>\n\n\n\n
- Perceive official performance reviews as something pleasant, <\/li>\n\n\n\n
- Have enough time to display their qualities, and <\/li>\n\n\n\n
- Have more time to work on their shortcomings and eventually improve. <\/li>\n<\/ul>\n\n\n\n\n
\ud83d\udca1 Pumble Pro Tip<\/strong><\/p>\n\n\n\n
As we said above, frequent performance reviews can produce stress, which can affect the overall atmosphere at work. <\/p>\n\n\n\n
Since no one wants a toxic atmosphere among employees, we recommend you check out the following article and learn what to do to preserve a positive work environment: <\/p>\n\n\n\n
- \n
- Signs of a positive work environment (and how to create it)<\/a> <\/li>\n<\/ul>\n<\/div><\/div>\n\n\n\n
#2 Annual performance review<\/h3>\n\n\n\n
Annual performance reviews are slowly becoming a thing of the past. <\/p>\n\n\n\n
Successful companies such as Microsoft and Deloitte have stopped using this model<\/a> and adopted a system of more frequent feedback. <\/p>\n\n\n\n
However, that doesn\u2019t mean everybody should give up on annual performance reviews. <\/p>\n\n\n\n
On the contrary, companies should find a purpose for the annual job performance evaluation and make the whole process of annual reviews more comfortable for the employees. <\/p>\n\n\n\n
We recommend scheduling it at the end of the year because it is the perfect time for revising and updating employees\u2019 salaries<\/strong>. Everybody loves bonuses and salary increases, hence, an annual performance review can show you who deserves a raise. <\/p>\n\n\n\n
Annual performance reviews provide an all-encompassing image of someone\u2019s performance and progress throughout the year. Furthermore, they show if someone has adopted advice you have given them after monthly reviews or during feedback sessions. <\/p>\n\n\n\n
If everything is positive, they can lead to a raise. <\/p>\n\n\n\n
But, if an employee\u2019s review doesn\u2019t show signs of effort or improvement, it may be time to introduce measures that reflect their poor performance. <\/p>\n\n\n\n
Annual performance reviews were a huge thing in the business world in the 20th century and in the early 2000s. <\/p>\n\n\n\n
However, times have changed. It seems professionals don\u2019t like annual performance reviews<\/a> anymore, and more and more companies foster regular monthly reviews. <\/p>\n\n\n\n
#3 Performance review upon request<\/h3>\n\n\n\n
Performance review upon request is independent of any time frame. In other words, it is scheduled upon request of an employee or superior.<\/strong> <\/p>\n\n\n\n
In most cases, it is arranged because an employee wants to apply for a promotion or a raise, and asking for performance evaluations is a part of that process. <\/p>\n\n\n\n
Of course, after undergoing the performance review, you shouldn\u2019t ask for another evaluation for at least 6 months afterward unless told otherwise. <\/p>\n\n\n\n
On the other hand, if superiors schedule a performance review an employee didn\u2019t expect<\/strong>, that might mean: <\/p>\n\n\n\n
- \n
- They want to award their performance,<\/strong> or <\/li>\n\n\n\n
- If there was a huge and sudden decline in performance, overall performance summary comments might be a warning or wake-up call to an employee<\/strong>. <\/li>\n<\/ul>\n\n\n\n
Ask your manager for a performance review over Pumble<\/a><\/p>\n\n\n\n
\n\ud83d\udca1 Pumble Pro Tip<\/strong><\/p>\n\n\n\n
A part of performance reviews may be to have difficult discussions with your employees. <\/p>\n\n\n\n
Sharing not-so-affirmative supervisor comments and recommendations might not be the most pleasant thing to do. <\/p>\n\n\n\n
Check out the following article to learn more about difficult conversations with employees:<\/p>\n\n\n\n
- \n
- How to have difficult conversations with employees<\/a> <\/li>\n<\/ul>\n<\/div><\/div>\n\n\n\n
Self-evaluation performance review<\/h2>\n\n\n\n
A self-evaluation performance review is a unique type of evaluation \u2014 it is a way to assess your own performance and self-reflect by pointing out your own strengths and weaknesses. <\/strong><\/p>\n\n\n\n
After completing the self-evaluation form, your superiors can compare your answers with their assessments and give you a clearer picture of your work. <\/p>\n\n\n\n
Furthermore, they might see how you perceive your performance \u2014 too optimistic or too pessimistic \u2014 and use that to boost your morale<\/a> or help you get a more realistic grasp of your potential. <\/p>\n\n\n\n
For example, if an employee thinks of their work as underperforming and superiors tell them it is, in fact, promising or good, that will serve as the perfect motivation for even better work. <\/p>\n\n\n\n
On the other hand, if a professional has a bit too high opinion of their work, concrete results and objective analysis of their superiors will show the real picture. <\/p>\n\n\n\n
Tips for conducting performance reviews<\/h2>\n\n\n\n
Considering that a performance review isn\u2019t a \u201cone and done\u201d thing, you should know how to behave before, during, and after it. <\/p>\n\n\n\n
Here are 14 tips that will help you while conducting performance reviews<\/strong>: <\/p>\n\n\n\n
- \n
- Take a performance review seriously. <\/li>\n\n\n\n
- Acknowledge the working conditions of each employee.<\/li>\n\n\n\n
- Prepare the questions in advance.<\/li>\n\n\n\n
- Fine-tune your leadership and coaching skills. <\/li>\n\n\n\n
- Have a set of backup collaboration tools ready.<\/li>\n\n\n\n
- Use performance evaluation forms.<\/li>\n\n\n\n
- Create a positive atmosphere during the employee performance review.<\/li>\n\n\n\n
- Foster two-way communication.<\/li>\n\n\n\n
- Look for the empath in you.<\/li>\n\n\n\n
- Mind your words. <\/li>\n\n\n\n
- Talk about the future. <\/li>\n\n\n\n
- Send a follow-up message.<\/li>\n\n\n\n
- Provide support and guidance to your employees after a performance review. <\/li>\n\n\n\n
- Provide regular feedback. <\/li>\n<\/ul>\n\n\n\n
Let\u2019s find out more about them. <\/p>\n\n\n\n
Tip #1: Take a performance review seriously<\/h3>\n\n\n\n
The way you approach performance reviews will determine how successful they will be. <\/p>\n\n\n\n
After all, knowing why you are doing this and taking the necessary steps to make it a mutually agreeable and beneficial experience will make it easier for you to follow through.<\/strong> <\/p>\n\n\n\n
Catlette supports this point of view, emphasizing that good leaders<\/a> should set a great example: <\/p>\n\n\n\n
\n\n<\/figure>\n<\/div>\n\n\n\n\n\u201cEmployers need to decide, from the very top of the organization, whether or not they will be serious about doing the reviews. If senior leaders aren\u2019t willing to prioritize and do them, setting a good example, then all bets are off.\u201d<\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n
<\/div>\n\n\n\nIt\u2019s a good manager\u2019s job to establish reviews as a positive practice in the organization. So, consider the following steps: <\/p>\n\n\n\n
- \n
- Talk about the performance review process more often, even in informal settings.<\/li>\n\n\n\n
- Discuss the performance review concept during weekly and monthly meetings to minimize the negativity surrounding it. <\/li>\n\n\n\n
- Prepare your remote employees for future virtual performance reviews by sending out a short guide.<\/li>\n\n\n\n
- Organize a performance review mock-up to show your employees what to expect. <\/li>\n<\/ul>\n\n\n\n\n\n\n Improve team communication<\/span>\n
Secure, real-time communication for professionals. Discuss, share & collaborate.<\/p>\n\n
\n Sign up<\/a>\n\n Learn more<\/a>\n <\/div>\n <\/div>\n\n\n\n \n ![\"Illustration\"](\"https:\/\/pumble.com\/blog\/wp-content\/themes\/cake-blog\/theme\/images\/banners\/templates.png\")
\n <\/picture>\n <\/div>\n<\/div>\n \n\n\n\nTip #2: Acknowledge the working conditions of each employee<\/h3>\n\n\n\n
Working in remote, hybrid, and distributed work environments can make it hard to always be aware of the conditions each employee works in.<\/p>\n\n\n\n
Some might be juggling toddlers, working from home, and household chores. <\/p>\n\n\n\n
Others might be taking care of their elderly family members and working long hours in the evening.<\/p>\n\n\n\n
Perhaps some of your remote employees don\u2019t even have a home office, so they go to their friend\u2019s house or a different coffee shop each day to work. <\/p>\n\n\n\n
Being aware of your remote employees\u2019 backgrounds and working conditions can help you understand their performance better and make sure to provide them with better chances for success.<\/strong> <\/p>\n\n\n\n
Tip #3: Prepare the questions in advance <\/h3>\n\n\n\n
The benefits of having a set of questions ready before the review are many:<\/p>\n\n\n\n
- \n
- It makes it easier to maintain the flow of the performance review and helps avoid awkward silence. <\/li>\n\n\n\n
- It minimizes the chances of miscommunication in the workplace<\/a>. <\/li>\n\n\n\n
- It shows your genuine interest in your employees\u2019 work and personal lives. <\/li>\n\n\n\n
- It can help paint a wider picture of the employees\u2019 working conditions.<\/li>\n\n\n\n
- It helps you learn what skills your employees need to work on. <\/li>\n<\/ul>\n\n\n\n
Also, don\u2019t avoid asking tough questions<\/a> because they can help employees get out of their comfort zone and embrace growth and progress. <\/p>\n\n\n\n
Tip #4: Fine-tune your leadership and coaching skills<\/h3>\n\n\n\n
As executives, <\/strong>everything you say<\/strong><\/a> (and how you say it) affects not only your employees but your entire organization. <\/strong><\/p>\n\n\n\n
That\u2019s why you should adapt to every communication situation<\/a> and know which communication style<\/a> to employ to reach your employees and get your message across.<\/p>\n\n\n\n
Catlette believes that working on their coaching skills can help managers and leaders conduct better remote performance reviews: <\/p>\n\n\n\n
\n\n<\/figure>\n<\/div>\n\n\n\n\n\u201cLeaders would do well to work on their leadership coaching skills by adopting and practicing a defined coaching model that will guide them through these types of interactions. <\/em><\/p>\n\n\n\n
I can recommend a book entitled <\/em>\u201cThe Coach\u201d<\/em><\/a> (Starcevich & Stowell), which offers a very straightforward, well-researched, useful model.\u201d<\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n
<\/div>\n\n\n\nTo be a successful coach to your people, you should never stop improving your coaching skills. <\/p>\n\n\n\n
\n\ud83d\udca1 Pumble Pro Tip<\/strong><\/p>\n\n\n\n
Being a successful leader requires constant work. <\/p>\n\n\n\n
To make sure you\u2019re going in the right direction, we recommend checking out the following article written specifically to help leaders improve their communication skills: <\/p>\n\n\n\n
- \n
- Leadership communication: Skills, styles, & tips for improvement<\/a><\/li>\n<\/ul>\n<\/div><\/div>\n\n\n\n
Tip #5: Have a set of backup collaboration tools ready <\/h3>\n\n\n\n
If you work remotely<\/a> and have to organize a virtual performance review, adapting your collaboration tools to the remote working environment is essential.<\/p>\n\n\n\n
Besides a secure and reliable video conferencing<\/a> tool, always have a list of backup tools you can use in case of malfunction. <\/p>\n\n\n\n
Consider the following<\/strong>: <\/p>\n\n\n\n
- \n
- VoIP service<\/strong>: This enables you to conduct calls over the Internet. This is a great solution for hybrid and distributed teams \u2014 especially the ones working across several countries and different time zones<\/a>. <\/li>\n\n\n\n
- Business communication tools<\/strong>: Instant business communication apps<\/a> come in handy for communicating in real-time, particularly if there\u2019s an issue with other collaboration tools you use for conducting remote performance reviews. <\/li>\n\n\n\n
- Mobile phone service<\/strong>: This should be your last resort in case of an internet malfunction. Although virtual performance reviews are better off done via a video conferencing tool, it\u2019s smart to have this as another backup option, too. <\/li>\n<\/ul>\n\n\n\n
Need a collaboration tool? Give Pumble a try<\/a><\/p>\n\n\n\n
Tip #6: Use performance evaluation forms <\/h3>\n\n\n\n
Having a few evaluation forms at hand can\u2019t hurt you. <\/p>\n\n\n\n
You can use evaluation forms before conducting the review to collect relevant information and know what to focus on during the review itself. <\/strong><\/p>\n\n\n\n
There are two types of evaluation forms<\/strong> you can use: <\/p>\n\n\n\n
- \n
- Goals-based evaluation form<\/strong>, and<\/li>\n\n\n\n
- Self-evaluation form<\/strong>.<\/li>\n<\/ul>\n\n\n\n
Goals-based evaluation form <\/h4>\n\n\n\n
Below, you will see a goals-based evaluation form you can use to evaluate the performance of your employee against a set of goals or objectives. <\/p>\n\n\n
\n![\"Goals-based](\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/02\/Goals-based-Evaluation-Form-Template-min.png\")
Goals-based Evaluation Form Template<\/figcaption><\/figure>\n<\/div>\n\n\n With our template, managers can:<\/p>\n\n\n\n
- \n
- Write down their observations and comments about previous goals<\/strong>.<\/li>\n\n\n\n
- Write down their observations and comments about future goals<\/strong>.<\/li>\n\n\n\n
- Add personal notes and comments<\/strong>. <\/li>\n<\/ul>\n\n\n\n
Download the Goals-based evaluation form template<\/a><\/p>\n\n\n\n
Self-evaluation form <\/h4>\n\n\n\n
We have also created a self-evaluation form you can use to encourage critical thinking in your employees and allow them to assess their own work experience.<\/p>\n\n\n
\n![\"Self-Evaluation](\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/02\/Self-Evaluation-Form-Template-min.png\")
Self-Evaluation Form Template<\/figcaption><\/figure>\n<\/div>\n\n\n Thanks to a self-evaluation form, employees can: <\/p>\n\n\n\n
- \n
- Reflect<\/strong> on their current responsibilities.<\/li>\n\n\n\n
- Assess<\/strong> their goals and objectives.<\/li>\n\n\n\n
- Evaluate<\/strong> how their work aligns with the company’s goals. <\/li>\n<\/ul>\n\n\n\n
Download the Self-evaluation form template<\/a><\/p>\n\n\n\n
Tip #7: Create a positive atmosphere during the employee performance review <\/h3>\n\n\n\n
Employees might approach performance reviews with a \u201clet\u2019s-get-it-over-with\u201d attitude. <\/p>\n\n\n\n
But, if you want to turn an employee performance review into an agreeable experience, here\u2019s what you can do<\/strong>: <\/p>\n\n\n\n
- \n
- Open up with a witty remark or remind them of a funny moment<\/strong> you had together before the review. <\/li>\n\n\n\n
- Share some details from your everyday life<\/strong> to help your employee relax and get comfortable.<\/li>\n\n\n\n
- Let them see how invested you are<\/strong> in the entire procedure by listening actively<\/a> and taking notes. <\/li>\n<\/ul>\n\n\n\n
If you appear nervous<\/a>, your employee will sense it even over the camera during the virtual performance review. <\/p>\n\n\n\n
Hence, always remember, that there is no room for nervousness \u2014 this should be a mutually enjoyable experience!<\/p>\n\n\n\n
Tip #8: Foster two-way communication<\/h3>\n\n\n\n
A performance review should be seen as an opportunity for a sincere conversation between the manager and the employee<\/strong>. <\/p>\n\n\n\n
This is a great way to boost their morale and improve employee engagement<\/a>.<\/p>\n\n\n\n
According to Catlette, creating an environment in which two-way communication<\/a> comes first can do the trick: <\/p>\n\n\n\n
\n\n - Share some details from your everyday life<\/strong> to help your employee relax and get comfortable.<\/li>\n\n\n\n
- Assess<\/strong> their goals and objectives.<\/li>\n\n\n\n
- Write down their observations and comments about future goals<\/strong>.<\/li>\n\n\n\n
- Self-evaluation form<\/strong>.<\/li>\n<\/ul>\n\n\n\n
- Business communication tools<\/strong>: Instant business communication apps<\/a> come in handy for communicating in real-time, particularly if there\u2019s an issue with other collaboration tools you use for conducting remote performance reviews. <\/li>\n\n\n\n
- VoIP service<\/strong>: This enables you to conduct calls over the Internet. This is a great solution for hybrid and distributed teams \u2014 especially the ones working across several countries and different time zones<\/a>. <\/li>\n\n\n\n
- If there was a huge and sudden decline in performance, overall performance summary comments might be a warning or wake-up call to an employee<\/strong>. <\/li>\n<\/ul>\n\n\n\n
- They want to award their performance,<\/strong> or <\/li>\n\n\n\n
- Signs of a positive work environment (and how to create it)<\/a> <\/li>\n<\/ul>\n<\/div><\/div>\n\n\n\n
- Constructively criticize them if necessary. <\/li>\n<\/ul>\n\n\n
- Annual reviews<\/strong>, and <\/li>\n\n\n\n
- Monthly reviews<\/strong>, <\/li>\n\n\n\n
- Attitude towards superiors, colleagues, and clients<\/strong>, and<\/li>\n\n\n\n
- Identify a professional\u2019s strengths and weaknesses<\/strong>, and <\/li>\n\n\n\n
- Provide feedback<\/strong>, <\/li>\n\n\n\n
![\"Illustration\"](\"https:\/\/pumble.com\/blog\/wp-content\/themes\/cake-blog\/theme\/images\/banners\/features@2x.png)
\n <\/picture>\n <\/div>\n<\/div>\n \n\n\n\n![\"Illustration\"](\"https:\/\/pumble.com\/blog\/wp-content\/themes\/cake-blog\/theme\/images\/banners\/templates@2x.png)
\n <\/picture>\n <\/div>\n<\/div>\n \n\n\n\n