Let's face it. Performance reviews are stressful for both the employer and the employee. The employee is "waiting" for the shoe to drop and the employer doesn't really want to tell the truth - they want to soften the information because they are uncomfortable sharing, worry about confrontation or simply don't know how.

Here are some tips to help alleviate the stress!

1. BE SPECIFIC, DON'T GENERALIZE - Start the review with what is working really well. Be specific! Don't simply tell them that they are doing a good job, or work well with the team. What does that mean? Mention specific details that will make it crystal clear to the employee what he/she is doing very well. You can't motivate people to do more of the same without being specific about what they are doing right.

2. LISTEN TO YOUR EMPLOYEE - Ask your employees' opinion about what they think they do exceptionally well, and where they feel they need to improve. They are quite likely to give you some truly insightful answers that will help you ascertain how to more effectively direct the employee in the future.

3. ADDRESS AREAS OF IMPROVEMENT NEEDED - Again, be direct and be specific when discussing areas for improvement. For example, instead of simply stating "you need to get better at time management" or "you need to handle conflict resolution better", you need to give them examples of behaviors you want to see that would indicate they are improving in these areas. Develop ideas with your employee on "how" they will improve.

4. GIVE THEM TIME TO VOICE CONCERNS OR COMMENTS - Addressing employee performance is always a sensitive issue. Ask your employee for comments, concerns or ideas they have for improvement - both for themselves and the company at large. Assure the employee that you will be working with them on these areas that need improvement. The review process shouldn't be a "dump" of what needs to be changed and then expect results. Your job is to monitor, mentor, guide and provide feedback often and regularly. These ideas will prompt change and make the difference.

5. REVIEW RESULTS SHOULDN'T BE A SURPRISE! - Finally, meet with your employee regularly, not just during review time. No one can accurately judge how they are going without ongoing input. Meet with your employee 3 or 4 times a year and let them know what progress is being made and what still needs improvement, etc.

If you are working with an employee throughout the year and sharing your views of their performance, there shouldn't be the element of surprise. The review should simply be a recap of the last 11 months. Learn or train your interviewers how to give and receive effective feedback. Although it may seem easy to give valuable feedback, when it comes time to give performance reviews, many people have a difficult time both praising and criticizing their people as well as accepting the feedback the employee wants to give. It's a good idea to get coaching, take a seminar or read up on how to effectively give and receive feedback so that your performance reviews will be able to improve your internal communication on multiple levels.