There are few people, employees and employers alike, who will admit to liking the annual review process. But it has proven to be one of the most successful ways to assess performance and develop strategies for the future. If you are dreading the next set of annual reviews, here are some tips that can help you improve the process and gain more from the experience.

1. Focus on the process. One of the biggest challenges with annual reviews is that they seem to come out of nowhere. Both employees and employers treat it like a single event, which causes anxiety. Instead, treat it like a process. Ask questions throughout the year that will help everyone feel at ease with their jobs and the annual conversation.
2. Consider doing more. In fact, many experts suggest that the way to have better communication during reviews is to actually hold more. Quarterly reviews are becoming popular in many organizations. It does create a little more work for managers, but it is far more effective than waiting a year to provide important performance feedback.
3. Engage in conversation. A review should never be considered a one-way street. If you spend the time simply telling your employees what you’ve observed and how they can improve, they are far more likely to be resentful of the process and react defensively. Instead, you should engage in a conversation and ask them for their feedback as well.
4. Focus on organizational goals. While the process of an annual review is to gauge the employee’s performance, it should also be to reassess the corporate goals. Regardless of the way you feel about how an employee accomplishes their job, what you should really be asking is whether they contribute to the overall organizational goals. If the answer is yes, you don’t have to mold them to be a reflection of the way you work — just give them the tools they need to make it happen.

Most of all, being open and honest with employees on a daily basis is the best way to ensure that there are no surprises at an employee review.

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