How Do I Do An Employee Review The Right Way?

Dear Recruiter,

QUESTION?
"As a newer Manager over the last couple years and giving Employee Reviews I don't feel I've done a good job at.  The employees don't seem to be engaged or energized by them.  We discuss the year in review and what they need to improve on but the conversations are definitely one-sided.  Is there a better format for a Employee Review and what should it consist of?"

ANSWER
Great question, Employee Reviews are a fantastic opportunity for an organization to gain valuable insight into their employees' psyche.  This is an opportunity to gauge your employees' happiness not only with their job, but your company on a macro level.  Another important thing you can find out is what their career passions are so you can properly groom them.  I know Managers don't like to hear that their employees want to do something else other then the job they are in especially if they are good at it.  But is it not better to learn that so you can find a way to keep them in the organization rather then lose them to to another company, even a competitor and find out why they left the hardway?

So here are my recommendations of what a Employee Review should look like:

1. First from the start you want to make them feel comfortable, assure them that this talk is a "safe zone" and is also two-sided.  Meaning you want to give them an opportunity to  review your leadership as a manager, your department and the organization as part of the conversation.
2. Instead of just telling them where they need to improve in the role, give them an opportunity first to let them give you their self-assessment of what they think was good and also what they think they struggled with and what they think they need to do to improve.  Then you can integrate your findings into the conversation and keep it conversational.  This will help you avoid the one-sided conversation syndrome and keep them engaged because you have set the tone that you are listening and want to know their feelings before you even engage.
3. Ask them what they like about the department, the organization etc.. also establishing you want them to provide areas where you and the organization can improve to make them happy working here and why they should stay.  Again keeping to the theme of keeping this a two-sided conversation.
4. Last ask them what they think you should brand as an organization to engage future hires.  What do they think is the selling point of the organization.  This is critical intel as you try to hire and attract talent in a highly competitive market.

Again great question and hope this helps.  Don't fear the Employee Review, instead embrace the incredible opportunities for insights it brings!