Performance review is a process used by businesses to evaluate, document and benchmark the performance of an employee, a team or business segment. It in turn allows supervisors to create guidelines for future objectives and employee growth. For the reviewee, it is an opportunity to showcase their perspective, receive feedback from their supervisors, and learn how to improve their overall performance. In a lot of cases, reviews are often impaired by weaknesses and inefficiencies that diminish its ability to derive value to all parties. In fact, Deloitte concluded that only 8% of companies report that their performance management process drives high levels of value, while 58% said it is not an effective use of time. To maximize the benefits of performance reviews, this article will diagnose key issues that are likely to occur, steps that employees can take to maximize its value and a task tracker tool to facilitate the odds of promotion and salary raise.

It is important to remember that the performance review process is a two-way street. So employees need to make sure that they think about the performance review comments raised by their supervisors. Further, all parties need to make sure to consider steps that increase process engagement. Not everyone has the same level of engagement, however, through this process, employees can be led to a path of success that benefit all corners of an organization.