A performance review refers to a systematic evaluation where a manager assesses an employee's job performance. Performance appraisals and assessments are other words for performance reviews.
Performance reviews are carried out annually in everyday practice in organizations. They are of several types:
Managers compare and contrast the employees and groups at departmental levels in organizations for their performances and suggest rectification of wrongdoings/misdoings/mishaps. But this way should be avoided in reviewing performance as comparisons cerate antagonism approach because everyone has different nature and diverse skill set, as human resource is the most inimitable capital of any organization.
Criticism is not for the sake of criticism but the reason of improvement(s) can help improve performance, hence this is another review type, but it should not be adopted except for in case of individual level: praise in public, advice in person.
Trying to appraise differently may improve performance. Different words/certificates/benefits/lucrative offers for appraising the works and jobs done can be a beneficial tool for reviewing and enhancing performance. On the contrary, the similarity in the comments for all the works done is not the right approach. It can result in monotonic management providing a negative impact on employees.
The person/the then-called personnel/human resource – capital, should not be focused on any misdoing rather the work be focused on any meetings, etc. This way, keeping the respect of the employees for their high morale and the employees this way are expected more to understand that the work done should be improved, and it is said about the assignment and not the person, however, person advises can be made on a one to one basis in alone.
Related: Performance Management, Performance Improvement, Management by Objectives, 9 Box Grid for talent management