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Preparing Ourselves for 2023

We are stepping into 2023 in a month, it’s a good idea to get ahead of the game and think about what you need to cover in your year end performance review as we move into the end of the year. Beginning of the year is the best time to set goals; mid way to make sure everything is on track (and if not, there is time to fix it) and around late fall for end of year review.

Performance reviews have value for both the Manager and everyone in the team - to keep everyone on the same page, go over constructive feedback and outlining what works and what doesn’t. A great review helps your subordinates identify growth opportunities and potential areas of improvement without damaging relations.

Year-End Review

In a year end review, Managers evaluate whether the team has met their goals. Below are a few talking points when we are preparing their reviews:

  • Whether the subordinate has measured up to (or surpassed) expectations

  • Discuss strengths and weaknesses and pinpoint areas for growth

  • Set new goals and a plan for achieving them

  • Whether the subordinate would receive a promotion or raise

  • Make sure the subordinate leaves the review with valuable insights on performance and how to improve

  • Year-end performance review is certainly focused on professional development, but it’s also a good relationship-building opportunity

Assessment & Areas to Improve

Regardless of industry, most reviews include an assessment of these skills:

  • Communication

  • Collaboration and teamwork

  • Problem-solving

  • Quality and accuracy of work

  • Attendance, punctuality and reliability

  • The ability to accomplish goals and meet deadlines

  • Company-specific or position-specific competencies

  • Individual’s accomplishments and contributions to their team

Once these key areas of assessment are being addressed, it is best to give the subordinates their overall performance, some Managers use a grading system of A through F, numerical scoring or percentages, or some with written descriptions.


How do Managers deliver a constructive review session that ends with a positive outcome? Below some tips on how Managers provide positive feedback:

  • Create a positive work environment and foster positive attitudes start with acknowledging the achievements of your subordinates.

  • Shows a sincere interest in subordinates and the solutions to their problems.

  • Encourages collaboration within the team, shares ideas and displays a harmonious and cooperative spirit.

  • Provide a sense of direction. Practical examples are easy to remember so your subordinates are more likely to take up your suggestions.

  • When you listen actively, you know more about your subordinates’ fields of interest and discover development solutions. The knowledge will help your feedback be more constructive.

  • Be careful not to base feedback exclusively on results. Sometimes even if your subordinates put forth their best effort, a project could fall through due to some external reasons.

  • Do not just throw your comments at someone and leave them with it. Come back to them after a month or a quarter, depending on the nature of the matter.

Relationship-building Opportunity

Everything is easier once you build a good relationship with each one within the team. Get to know them, ask them about their hobbies, weekends, family, childhood, what they like to do for fun. Find a common ground. Often, your subordinates want to deliver more for someone who cares about their well-being and not just look at them as an insignificant junior resources.

Get Ourselves Ready for 2023

There are some integrated performance management software which facilitate a much quicker and comprehensive annual review process - even for small and midsize businesses. At the end of the day, we should frame our feedback in a way that focuses on growth. It takes practice to give constructive feedback; practice gives you the flexibility and confidence in delivering feedback in the most constructive way. You’ll be more ready to launch the new year with the perfect formula for a feedback culture that sets the organization, the individual and even yourself on the road to success.

If you have any doubts or queries, feel free to reach out to any of us here at DNA Recruit Partners. Our team is happy to assist you with market insights, learning and development advices, and career consultation.

Book for a free consultation today!

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