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A performance review really shouldn't contain any surprises. It should confirm and reinforce the feedback you've given an employee throughout the review period. That's why you should continually document that feedback, including what the employee did well, what the employee did not do so well, and the actions you took - so you can refer to them in the performance review. It makes completing those performance reviews much easier and less likely to be based on what happened in the last month or two.
Having written record of what happened, what you said, what you did, what the employee said and did, is critical.