What is the first step in conducting a performance review for an employee?

The first step in conducting a performance review for an employee is preparing feedback based on performance metrics. This step is essential because it provides a structured and objective foundation for the review process. By analyzing specific performance metrics, managers can identify areas where the employee excels, as well as areas that need improvement. This evidence-based approach ensures that the feedback is relevant and grounded in actual performance, fostering a constructive environment for discussion.

Preparing feedback based on metrics also helps to avoid biases that might stem from personal perceptions or subjective observations. It encourages a focus on measurable outcomes and achievements that can be directly linked to the employee’s job responsibilities. This preparation not only aids managers in delivering clear and impactful feedback, but it also prepares the employee to engage in a meaningful dialogue about their performance.

In contrast, while discussing company policies may provide helpful context, navigating those policies is typically secondary to performance evaluation. Setting goals for the upcoming year should occur after the current performance has been assessed, as those goals should be informed by the review findings. Reviewing stock inventory is unrelated to the performance review process, as it pertains to operational and logistical functions rather than individual employee evaluations.