Dos and don'ts for team management: Accentuate the positive in performance reviews

By Dr. Roger P. Levin, contributing writer

March 31, 2014 -- Though performance reviews typically only occur once a year, their impact on job performance and attitude can be tremendous -- if they are done properly. The key is to take a positive approach.


Structure the review carefully, but keep it conversational. Performance reviews are too important to play by ear. Create a step-by-step outline that all reviews will follow, featuring the up-to-date job description, assigned targets and results, and other components. Prepare notes for each team member's review. Begin in a way that encourages employees to feel comfortable talking. And, most important, keep the entire conversation positive -- what the team member has done well, what can be done to improve performance, and how the practice can help.


Don't engage in nit-picking or criticism. Even if it's possible to find fault with team members, do not allow such negativity to ruin the positive value of performance reviews. Address performance issues in a constructive manner. One of your jobs as practice leader is to inspire and motivate staff members to excel and show that you care about their careers and well-being.

Roger P. Levin, DDS, is the chairman and CEO of practice management consulting firm Levin Group.

The comments and observations expressed herein do not necessarily reflect the opinions of, nor should they be construed as an endorsement or admonishment of any particular idea, vendor, or organization.

Copyright © 2014
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