No matter what business you’re in or what position you hold, there’s one guarantee. **Everyone hates annual reviews.** * Big companies hate them because reviews are a potential point of conflict that mean stacks of paperwork and missed hours of production. * Small companies hate them because reviews destroy the idea that everyone is just one big happy team. * Managers hate reviews because they don’t want to appear like Big Brother breathing down the worker bees’ necks.
\* And employees hate them because they never know what’s coming--a raise or a reprimand. The reality is that everyone’s fumbling around for a good framework, hoping that this uncomfortable time for judging employee performance can pass without too much drama or antacid consumption. This deck explains how you can conduct better annual reviews for your programmers.

1. The$Answer$to$the$Dreaded$Annual$
Review:$No$Surprises

2. No#ma&er#what#business#you’re#in#or#what#
posi4on#you#hold,#there’s#one#guarantee.
Everyone(hates(annual(reviews.

3. • Big%companies%hate%them%because%reviews%are%a%poten5al%point%
of%conflict%that%mean%stacks%of%paperwork%and%missed%hours%of%
produc5on.
• Small%companies%hate%them%because%reviews%destroy%the%idea%
that%everyone%is%just%one%big%happy%team.

4. • Managers)hate)reviews)because)they)don’t)want)to)appear)like)
Big)Brother)breathing)down)the)worker)bees’)necks.)
• And)employees)hate)them)because)they)never)know)what’s)
coming==a)raise)or)a)reprimand.)

5. The$reality$is$that$everyone’s$fumbling$around$for$a$good$
framework,$hoping$that$this$uncomfortable$;me$for$judging$
employee$performance$can$pass$without$too$much$drama$or$
antacid$consump;on.

6. As#a#result,#the#“let’s#just#get#this#over#with”#mentality#drives#
companies#to#choose#lousy#review#formats.#Some#appear#as#rigid#
forms,#long#ques?onnaires#and#li@le#room#for#feedback#for#
management.#Others#show#up#as#laidDback#conversa?ons#full#of#
encouragement,#empty#promises,#and#li@le#direc?on.

7. Bad$Reviews

8. Examples)of)lousy)reviews)abound.)If)you’ve)been)in)any)company)
for)any)length)of)<me,)you’ve)had)one)or)given)one.)

9. If#so,#don’t#despair.#You’ll#get#another#
chance#to#improve#the#process99for#both#
you#and#the#employee.#But#first,#let’s#talk#
about#some#of#those#dysfunc?onal#review#
methods#so#we#can#steer#clear#of#them.

10. The$Naughty$and$Nice$List

11. This%is%the%annual%airing%of%praise%and%
grievances%that%can%cover%everything%from%
a%huge%victory%to%that%6me%you%walked%in%
late%twice99about%eight%months%ago.

12. This%barrage%of%disjointed%performance%
feedback%is%not%helpful%because%the%
employee%either%doesn’t%remember%the%
incidents%or%isn’t%emo9onally%invested%in%
them.%Usually,%the%focus%is%on%trivial%
ma>ers%like%a>endance,%and%the%employee%
leaves%the%mee9ng%feeling%beat%up%and%
confused,%especially%if%their%overall%
performance%is%good.

13. The$Coffee$Chat

14. This%approach%is%used%by%managers%who%
want%to%tone%down%the%anxiety%that%
naturally%appears%around%reviews,%so%they%
try%to%stage%the%event%like%it’s%just%a%couple%
of%buddies%going%out%for%coffee.

15. The$tone$is$usually$casual$and$friendly,$but$o4en,$the$manager$
doesn’t$communicate$clearly$about$issues$that$need$a8en9on,$and$
he$comes$off$looking$uncomfortable$with$his$authority.$This$leaves$
the$employee$confused$and$less$than$confident$in$the$manager’s$
leadership.$

16. No#Review

17. Companies*that*skip*reviews*do*usually*do*it*for*understandable*
reasons:*they’re*not*comfortable*giving*them*and*it’s*easy*to*put*
them*off*for*another*day,*another*month,*or*another*year.*

18. Hopefully,*there’s*s0ll*a*regular,*structured*
method*for*communica0on*in*place.*If*not,*
the*company*has*just*missed*an*
opportunity*to*invest*in*their*people.*
Employees*don’t*feel*valued,*and*an*
essen0al*communica0on*pipeline*is*
missing.

19. Good$Reviews$Offer$Power$and$
Poten2al

20. Yes,%Virginia,%there%is%such%a%thing%as%a%
good%review44and%even%an%excellent%one!

21. Great&annual&reviews&can&happen&in&many&ways&that&integrate&
smoothly&into&your&management&style&and&your&company’s&
expecta8ons.&In&fact,&they&can&even&be&a&tool&that&creates&be>er&
communica8on,&increased&focus&and&produc8vity,&and&employee&
reten8on.

22. Think&of&it&this&way.&If&being&a&manager&
means&that&you’ve&moved&from&a&
produc;on&unit&to&a&communica;on&hub,&
then&planning&and&using&good&annual&
reviews&are&like&swapping&out&a&dial>up&
modem&for&a&fiber&op;c&link&to&your&team.

23. Everything+happens+more+smoothly.
When%you%take%the%pressure%off%yourself%to%perform%admirably%in%
this%uncomfortable%situa7on,%you%have%room%to%hear%what’s%
important%to%the%employees%you’re%managing.%They%have%the%
chance%to%tell%you%what%ma?ers%to%them,%and%you%all%have%an%
opportunity%to%make%your%work%together%more%than%“just%a%job”.

24. But$this$doesn’t$happen$overnight.$I’m$a$firm$believer$that$regular$
feedback$on$small$issues$has$the$biggest$impact$to$shape$a$posi;ve$
employee=manager$rela;onship.$
The$annual$review,$if$done$well,$is$simply$an$extension$of$those$
conversa8ons.

25. I’m$happy$to$say$that$I$now$have$years$of$prac3ce$giving$great$
reviews$under$my$belt,$and$it$has$made$all$the$difference$in$what$I$
can$expect$from$my$teams…$and$what$they$can$expect$from$me.$

26. Great&reviews&=&possibility

27. The$biggest$surprise$that$most$managers$
get$from$an$excellent$review$process$is$
that$employees$actually$look$forward$to$
this$process.$
No#kidding.

28. Employees)see)it)as)their)/me)to)reflect)back)to)you)what’s)
working,)what’s)not,)and)what)they’d)love)to)do.)It)has)the)poten/al)
to)feel)like)a)great)jam)session)rather)than)a)trip)to)the)principal’s)
office.)
Now$let’s$talk$about$how$to$make$this$possible$for$you$and$the$
team$you$manage.$

29. The$Best$Review,,No$Surprises.

30. I"was"lucky"enough"to"work"for"a"company"for"several"years"that"
was"dedicated"to"having"a"great"annual"review"system."Seeing"that"
process"in"ac:on"and"having"it"supported"at"every"level"of"the"
company"definitely"transformed"my"review"process.

31. But$even$if$you’ve$never$had$a$good$review33from$either$side$of$the$
table33you$can$s9ll$make$it$happen$for$your$department.$
Here’s&how.

32. No#surprises,#period.
My#first#rule#for#reviews#is#that#no#employee#will#ever#hear#
informa5on#for#the#first#5me.#No#excep5ons.

33. It#doesn’t#ma,er#if#their#performance#has#been#exemplary#or#just#
so9so,#I#refuse#to#blindside#them#with#that#informa<on#during#this#
significant#closed9door#mee<ng.

34. Of#course,#this#Zero#Surprises#approach#depends#on#a#policy#of#
consistent#feedback#throughout#the#year,#and#I’ll#cover#that#issue#in#
detail#in#an#upcoming#ar=cle.#But#for#now,#remember#that#this#is#not#
the#=me#or#the#place#to#break#big#newsAAgood#or#bad.

35. Even%if%you’ve%had%a%nasty%blowout%or%a%
huge%win%with%an%employee%just%days%
before%the%review,%handle%that%in%a%
separate%mee:ng.%Don’t%derail%the%agenda%
with%one%issue%when%you%need%to%take%the%
long%view%for%an%en:re%year.

36. The$No$Surprises$Annual$Review$checklist
Yes,%prepara)on%is%the%key%to%success%everywhere,%and%cra6ing%
good%reviews%is%no%excep)on.%Here’s%the%founda)on%to%crea)ng%a%
great%annual%review.

37. Set$a$date.!Employees!should!know!exactly!when!the!review!is!
coming!and!have!8me!to!prepare!their!materials!such!as!goals,!
feedback,!and!ques8ons!for!you!(see!below).!I!suggest!scheduling!
this!at!least!2B6!weeks!in!advance!and!leaving!at!least!an!hour!to!
cover!the!material.

38. Choose&a&loca*on.!An!annual!review!needs!to!take!place!one3on3
one!in!a!private!se4ng,!so!choose!a!conference!room!or!an!office!
with!door!so!you!can!speak!openly.

39. Check&in&with&management&about&the&
financials."Know"well&before"the"review"
whether"or"not"you"can"offer"raises33and"
know"what"that"number"will"be."“No"
Surprises”"means"no"nego?a?ng"during"
the"review.

40. Prepare&a&simple&evalua-on&form.!Asking!employees!to!rate!their!
own!performance!automa6cally!turns!the!review!into!a!dialogue.!
My!standby!form!includes!several!(about!5!to!10)!performance!
areas!like!produc6vity,!quality,!financial!impact,!and!so!on.!Ask!the!
employees!to!indicate!whether!they!did!well!or!need!to!improve!in!
those!areas.

41. Create&an&agenda&that&you&share&with&the&employee.!This!lets!
everyone!know!exactly!what!the!mee4ng!will!cover!so!you!have77
you!guessed!it77no!surprises.!Make!sure!you!leave!4me!during!the!
mee4ng!for!their!ques4ons!or!unexpected!issues!that!crop!up.

42. During'the'review

43. LISTEN.(Then(listen(some(more.!You’re!a!
communica-on!hub,!so!make!sure!the!
communica-on!goes!both!ways.!Take!as!
much!-me!as!needed!to!go!through!the!
material!they’ve!provided!so!you!have!a!
clear!sense!of!their!perspec-ve.

44. Pay$a%en(on$to$their$dreams.!Once!your!team!members!
understand!and!trust!that!you!are!listening,!they!will!open!up!and!
offer!sugges8ons!you!never!imagined.!These!might!range!from!
revamping!a!workflow!frustra8on!that’s!been!plaguing!the!team!or!
something!like!a!company@sponsored!smoking!cessa8on!class.!You!
never!know!when!you’re!going!to!hear!a!great!idea.

45. Be#clear#with#comments,#pro#or#con.!If!their!performance!is!
substandard!in!a!certain!area,!state!that!clearly.!Be!equally!as!open!
about!the!stellar!work!they!contribute.!Don’t!leave!them!wondering!
what!you!think!of!their!contribu?ons.

46. Keep$your$comments$short$and$sweet.!
This!isn’t!the!*me!to!pon*ficate!about!
your!frustra*ons!or!hammer!home!the!
company’s!mission!statement.!An!
excellent!review!is!*me!for!two<way!
communica*on,!not!soapbox!rants.

47. A"er%the%review

48. Hang%on%to%the%evalua-on%form.!This!
becomes!the!compass!for!weekly!or!
quarterly!reviews!and!is!a!simple!way!to!
maintain!the!“No!Surprises”!policy.!When!
employees!know!you’re!taking!their!
comments!seriously,!they’ll!honor!yours,!
too.

49. Use$the$“needs$improvement”$column$as$an$opportunity$for$
investment.!Once!you!see!the!annual!review!process!as!a!
communica4on!tool!instead!of!a!yards4ck,!you!have!the!ability!to!
iden4fy!areas!for!growth!and!ways!to!provide!real!support.!This!
support!can!yield!huge!posi4ve!outcomes.

50. Be#flexible#on#the#goals#and#dreams#you#set.!Yes,!it’s!great!to!have!
accountability!for!goals!and!outcomes,!but!realize!that!about!30%!
of!the!items!you’d!love!to!accomplish!for!the!year!don’t!pan!out!for!
a!number!or!valid!reasons.!Don’t!threaten!your!team!with!their!own!
words.

51. But$What$if$My$Company$Has$a$
Firmly$Established$Review$Process?$
Or$None$at$All?

52. No#Surprises#Annual#Reviews#s2ll#have#a#place#in#companies#where#
the#human#resources#department#handles#all#of#the#reviews...#or#the#
company#is#so#small#that#it#fits#in#one#room.

53. Big$companies$occasionally$insist$that$
reviews$are$best$handled$by$professionals$
who$can$manage$and$contain$these$
interac7ons.$Some$small$companies$
squirm$at$the$perceived$constraint$of$a$
process$that$feels$like$needless$
bureaucracy.

54. In#either#case,#I"completely"stand"behind"the"idea"that"a"direct"
rela3onship"with"employees"is"essen3al"to"excellent"outcomes.
U"lizing(excellent(annual(reviews(has(eliminated(confusion(and(
dras"cally(reduced(turnover(in(the(teams(that(I’ve(supervised,(so(I(
make(sure(I(use(them.

55. If#you#can’t#officially#conduct#an#annual#
review,#find#a#6me#and#place#off:campus#
to#make#it#happen.#Go#out#for#coffee#or#a#
beer,#but#be#clear#with#the#employee#that#
this#mee6ng#is#significant#to#you.#

56. Make%it%Count

57. If#I#had#one#piece#of#advice#for#new#managers#facing#the#dreaded#
annual#review#process,#it#would#be#this:
Take%the%(me%to%do%an%annual%review%that%ma3ers.

58. Why$go$through$a$process$that$just$
gathers$dust$in$a$file$cabinet$when$you$can$
have$a$tool$that$creates$trust,$loyalty,$
focus,$and$imagina;on?
One$of$the$best$management$moves$I’ve$
made$was$to$trade$my$apprehension$
around$annual$reviews$for$a$real$
communica:on$plan$that$offered$you<<and$
my$team<<no$surprises.$

59. Become&a&Be(er&Technical&Manager
I"get"paid"to"coach"newly"minted"technical"managers."My"clients"
quickly"feel"drama:cally"more"confident"and"capable"and"start"
seeing"be=er"performance"from"themselves"and"their"team"within"
weeks.
I"am"taking"the"same"insigh-ul,"ac2onable"lessons"I"teach"in"my"
coaching"and"pu8ng"them"out"as"a"free"newsle<er."Sign"up"to"
become"a"be<er"manager"here.