What is the purpose of performance reviews?
Day-to-day leadership and personnel development work hinges on the interaction between people in management positions and the members of their teams. In this context, all aspects of communication are of utmost importance – even if it is only in the form of a lack of communication. Working together in an atmosphere of trust is only possible if leaders and team members openly exchange their views and opinions on tasks and problems. A carefully planned and conducted annual performance review has proven to be one of the most effective and efficient instruments of communication between supervisors and their employees. The performance review plays a crucial role in organizational communication. It provides the opportunity for a profound, structured exchange between supervisors and their team members. Performance reviews address all the important aspects of the work relationship and an employee’s performance. For this reason, the performance review plays a pivotal role in leadership. The performance review offers a breadth of scope and a depth that cannot be achieved even in focused and intensive everyday communications.
How to prepare and conduct performance reviews
In light of the above, it is clear that the quality of performance reviews is of crucial importance. The following materials and documents are intended to help supervisors and employees use performance reviews as a convenient, efficient, flexible, and customizable communication tool. We have provided three basic documents that can easily be combined with each other if required.
1) Basic matrix:
The matrix summarizes all aspects, dimensions, and questions that are essential for a high-quality performance review on a single page. It is intended as an accessible, ready-to-use tool to help supervisors and employees prepare and conduct performance reviews. The goal is to make performance reviews highly effective and efficient. If they use the matrix, participants can be sure that they are covering all the essential elements of a performance review. For many performance review conversations, the basic matrix will be absolutely sufficient, as long as the factors for a successful performance review outlined further below are kept in mind.
2) Catalog of questions:
In some situations –if, for example, special questions, situations, or conflicts need to be addressed – it may be necessary or desirable to modify the basic matrix or to create a fully customized matrix. To make this task easier and more manageable, we have drawn up a very comprehensive catalog of questions you can use, grouped by topic. The catalog covers the fundamental questions of the basic matrix in greater depth and offers a number of additional questions designed to address special topics, situations, and contexts. The goal of this catalog is to help you prepare and conduct customized performance reviews and address problematic situations constructively and with confidence.
3) Factors for a successful performance review:
To complement the two documents described above, which deal mainly with the content of performance reviews, there is also an additional short guideline that lists the most important factors for a successful, high-quality performance review conversation.
Additional documents, forms,...
If you have any questions, requests, feedback, or suggestions with regard to performance reviews, please don't hesitate to contact
for academic staff:
Dipl-Psych. Tanja Guggenbichler
for administrative staff:
Dipl.-Kfm. Alexander Mingst