1.) As the rater, prepare yourself. Create and maintain performance logs for each direct report to simply the review process.

2.) Encourage employees to bring a self review, talking paper showcasing their accomplishments, project involvement, professional development accomplished during current rating period, other occupational milestones, and proposed individual development plan for upcoming rating period.

3.) Choose the right time and place to conduct the meeting. If at all possible offer multiple dates and times for the employee to choose from. Whenever possible create an environment that isn’t intimidating that both supports and welcomes an interactive discussion.

4.) Explain performance management/measurement framework and requirements during time-sensitive performance-focused discussions. Identify outcome-based goals.

5.) Quantify employee intangible traits.

    ~ Does the employee set realistic short- and long term goals? 

    ~ Is the employee able to reach logical conclusions based on facts presented?

    ~ Can the employee represent the company in a manner that will translate into value if roles and responsibilities of   position dictate it?

6.) Engage employees. Provide them with an overview of the areas that will be covered. Articulate that feedback is expected and will be taken into consideration. 7.) Accentuate the positive. Emphasize potentiality. Address shortcomings with focus being on continued improvement with excellence being end result.