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Guest post by: Jennifer Loftus Become an Author

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On both sides of the conference table, Performance reviews are considered one of the most disliked, or often feared parts of working within an organization. On one side, the employer or manager, may have not kept accurate records of an employee's progress is stuck on highlight performance highs and lows, and how to encourage the employee to set new goals based on the performance review. Employees may feel they did not receive the performance review they truly deserve...perhaps viewing their employer or manager as overly critical. How does an organization get past these issues and make performance reviews enjoyable? Astronology investigates the concerns in performance reviews. The Performance Reviewer

One of the key issues an employer or manager must consider when creating a cohesive, and thorough performance review is make sure the objectives for the performance are clearly stated, and are met upon completion of the review. For starters, is the performance review primarily for the good of the organization, or for the individual? Susan Heathfield, a human resource expert suggests, "If the true goal of the performance appraisal is employee development and organizational improvement, consider moving to a performance management system." Astron Solutions provides an easy to use performance management system, for instance. The program is fully customizable to meet any organization, no matter the size in automating their performance reviews. Susan also provided these helpful tips:

§ Make sure that the Job Description is accurate

§ Help create performance goals that can be measurable.

§ Provide feedback on the employee's performance throughout the year.

§ Maintain records (small notes) on contributions and problems.

§ Develop coaching or mentoring techniques to apply to the employee.

Perhaps applying some of these helpful tips or even transitioning to a performance management system could help make the performance review process more efficient, and pleasant for both the reviewer and the reviewee.

The Performance Reviewee

Performance reviews for the employee usually brings anxiety and nervousness. Will this be a good review or a bad one? Did I do everything I could to contribute to the organization? Will the reviewer be critical of every error I have made? Did I make too many errors? Just like the reviewer has to prepare for the performance review, the reviewee also needs to make preparations as well. For starters, if the employer or manager hasn't put you on schedule for a performance review, don't be afraid to ask and schedule one. The review will allow you to see what areas of improvement your employer wishes you to make. By all means, do not think that as the reviewee, you are supposed to be silent during the performance review meeting. Come prepared with qualitative references of your own work-such as sales numbers, responses from satisfied clients and any successful projects you may have spearheaded or contributed to. By asking your employer or manager to help you establish a new goal in your performance for the next year, you may impress upon them your eagerness to stay up-to-date with the organization and help them progress overall. Monster.com provide these tips for going into a performance review:

§ Know your career path.

§ Ask your supervisor the measurements of a performance review

§ Agree and stick to the performance plan for next year

§ Do not take anything that is said as personal

Performance reviews do not have to be the bane of any organization's existence. With proper evaluation, thorough communication and basic concept on why the performance review is taking place it can become a more look forward to event.

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