| Once we implement KPI-based performance system, we also need to conduct a regular review session to monitor our performance levels. The question then is how to conduct a productive performance review meeting?
There's no one single script you can develop that will ensure productive, effective performance review meeting. But avoiding the following five common interviewing errors will give you a good margin for success:
1. Failure to prepare for the meeting. This is the number one reason why performance review fail. You and the employee should know what the job requirements are, and how the employee is meeting them, before you even schedule the meeting.
2. Failure to establish good rapport. Any employee who is being appraised will be nervous. It's up to you to put him or her at ease. There's nothing wrong with a little small talk to make both of you comfortable. A firm handshake and a smile will usually do the trick.
3. Failure to listen. Establish yourself as a good listener. Employees trust someone who listens carefully and respects their contributions, even when they might be rejected.
4. Failure to withhold judgment until all the evidence is presented. Justified or not, some employees think they have legitimate reasons for substandard performance. Giving employees the idea that their complaints won't get a fair hearing destroys the whole concept of effective performance review.
5. Failure to remain objective. It's not always easy to keep personal feelings, attitudes and opinions out of the performance review meeting. The employee may get emotional, but the manager must maintain control, so the meeting stays objective and professional.  | 
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