To wrap up a performance review with a high performer, any identified issues should have an action plan. Additional courses that might be helpful for your industry, support, or just guide you as the manager on how you could potentially mentor this staff member. You can also take the time to provide additional resources that they may not be aware of. By not having a real conversation, you will miss out on the opportunity for their feedback on their performance, new education or projects, and new goal setting. You do not want the employee sitting there and not getting everything they could out of the performance review. The phrases that encourage the employee to work on some behaviors should be phrased in a positive way to maximize the employee’s receptiveness to change.įirst and foremost, this should be a back and forth conversation between the manager and the employee. So what do I say to a high performer during a performance review, and how do I say it?īelow are some positive and negative attribute phrases often associated with high performers. Organically made its way in to the conversation. This is the perfect time to bring up that bit of feedback that never Issues that may hold the employee back from reaching their next level of Performance review is the perfect time to address the comparatively minor There are lots of things that may require addressing that never quite The employee that hands in all of their work on time and hasĪ great work ethic may be stepping on others and jeopardizing the team to getĪs a middle manager, you are very busy with managing tasks in The employee that gets along well with people, may inadvertently talk over others when in a group setting because they are too excited to have their ideas heard?
They are the middle management dream employee.īut dig deeper, that employee that works hard may be close to burn out because they aren’t prioritizing their tasks because they are too busy being the ‘go-to expert’ or are taking on too much? There is a high likelihood that this employee may be shiny because compared to some of your challenging employees – they show up on time, complete their work, and get along with people.
We will stumble here and there as we learn and hone our craft – whatever industry that may be in. Make it worthwhile by giving the staff member a new target and providing guidance on potential missteps they may be inadvertently making.Īsking the tough question – are they really a perfect
Remember, you are both investing your time in this process. This is why a quality performance review for high performer is so important. Chances are, they have room to grow in a few areas and your feedback will help provide ideas for improvements. Perhaps this staff member has alienated their peers on their way to being a high performer? They could be overly communicative, seemingly popping in to your office for “gold stars” by filling you in on needless details of work progress?Įveryone has flaws, the staff member may inadvertently be stepping on toes on their road to success that may impede their followership by the team one day. The old adage, “no one is perfect” should be applied to the performance review of even a high performer. By taking the time to provide meaningful feedback, you will have the added benefit of keeping up their engagement. This means that you as the manager need to be able to come up with both positives and some future improvements for even your top performers. What do you say to someone who is a high performer other then a lackluster “keep up the good work”? Depending on how your Human Resources department sets up the performance review, a common format is to provide areas for improvement for all staff. Below are some meaningful positive and negative feedback phrases that are associated with a high performing employee. Although the review for the problematic employee can write themselves, writers block can occur when trying to find constructive feedback for a performance review for high performers. Performance review time is enough to elicit a hearty sigh from even the most seasoned manager.
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