Since performance reviews have been deemed as instrumental in talent management and attribution, a study has identified a few ways which if followed rightly can prove to be extremely effective. The management training of employees must be encouraged using the method of engaging conversations instead of bland reporting. A culture of transparency must be created so that employees are open enough to make suggestions or improvise on work processes. The ‘black box’ of performance management where evaluation metrics are obscure tends to turn employees suspicious. Like modern marketing, even performance management must be personalized towards individual needs. Some companies have successfully experimented with allowing more decision making by employees themselves. It is very important that employees know what exactly they are being evaluated against. Properly defined metrics must be put in place.

Source:http://www.scmp.com/business/companies/article/2057719/bonus-time-five-ways-get-your-performance-reviews-right