One way to keep performance reviews stress-free is to make them as hassle-free as possible. A calender that tracks due dates, provides managers with sample performance reviews and emails them weekly reminders is helpful, says Michele Gonzalez-Pitek, an Arizona-based human resources and operations expert.
Michele Markey, vice-president of training at Kansas-based SkillPath, suggests managers start by asking employees what their goal is for the next year and how they can help.
"This question starts a conversation rather than a one-sided lecture," Markey says. "It turns the appraisal on its head and makes the discussion about growth and development, rather than judgement and rating scales."
Managers will want to ensure the performance review does not become focused on raises and promotions, says Ben Peterson, co-founder and CEO of Utah-based BambooHR.
"If an employee knows they're being considered for a promotion during a review, they may hold back critical feedback that could lead to improvement and growth," Peterson says. "Also, make reviews shorter, more frequent and topical so that they are meaningful and actionable."