Conducting performance reviews are essential to an organisation’s progress. Having these important conversations can result in improvements in employee productivity and growth opportunities, enhanced strategic effectiveness for managers, and a healthier work environment that will attract and retain talent.

In the Thai workplace, certain cultural dynamics should be taken into consideration for a respectful and more worthwhile performance review – both for the manager and their direct reports.

• Saving face
  Avoid directly criticising the person and focus more on giving constructive feedback and positive reinforcement.
• Respecting hierarchy
  Employees should show deference to supervisors and seniors. If there’s a need for clarification, respectfully ask them for confirmation.
• Collectivist mindset
  Emphasise their contributions to the team towards achieving a common goal.
• Avoiding conflict
  Speak in a non-confrontational manner to maintain harmonious relationships.

 

Here are some best practices for managers and employees on how to prepare for performance reviews that will lead to better outcomes. Whilst regular one-on-ones may not always be feasible, laying the groundwork can keep you and your employees well-informed to ensure a smooth performance discussion.

FOR MANAGERS

1. Ask insightful questions to encourage dialogue

Engaging in meaningful dialogue during performance reviews fosters trust and mutual growth. Use these questions and feel free to add relevant enquiries to encourage reflection:

• What are your proudest accomplishments in this review period?
• What are your biggest challenges, and how can we address them?
• What kind of professional development opportunities would you like to pursue?
• How satisfied are you with your current role?
• What are your goals for the next review period?

 

These questions promote constructive feedback, identify growth opportunities, and strengthen the employee-manager relationship.

2. Streamline review processes

Research by the advisory firm CEB revealed that managers spend an average of 210 hours annually—equivalent to nearly five weeks—on performance appraisals. Optimise this time by leveraging technology to simplify performance reviews such as automating scheduling and documentation, centralising performance data for quick access to relevant parties, and implementing real-time feedback tools to make sure that evaluations are focused and updated.

3. Maintain a collaborative mindset

Engaging employees in creating performance review agendas together helps establish a shared focus. This collaborative effort ensures that personal development objectives and organisational priorities are addressed to create a balanced and meaningful dialogue for goal alignment.

4. Prioritise future development

Whilst it’s important to review past performances as the basis of the review, the emphasis should also be on what lies ahead. Focus the discussion towards setting goals, identifying skill gaps, and planning for career growth. This forward-looking approach keeps your employees motivated and aligned with organisational objectives.

5. Provide opportunities for continuous improvement

Regular goal setting and progress reviews are essential for keeping you and your employee on track. Break down long-term objectives into manageable steps. Evaluate them periodically to recognise your employee’s achievements or help them improve wherever necessary.

FOR EMPLOYEES

1. Practise self-awareness

Answering these questions will help provide clarity and direction as you prepare for your performance review.

• What do I aim to achieve from this discussion?
• What parts of my job have I found fulfilling?
• What additional support might help me succeed?
• How content am I with my current role and duties?
• What are my short- and long-term goals over the next year?

 

Your answers will put you in a better frame of mind for a productive conversation with your manager.

2. Talk with your manager

Performance reviews can be intimidating due to uncertainty, but consistently communicating with your manager can help bridge the gap. Whether through formal platforms or informal check-ins, ongoing discussions allow timely feedback and problem solving. If your company lacks a structured feedback system, take the initiative to raise these concerns and tackle issues as they arise.

3. Record events, incidents, and feedback

Documentation is a powerful tool for performance reviews, offering evidence for ongoing workplace issues and a clear picture of your progress over time. It helps reduce bias for a more objective review. Reflect on how the conversation might unfold, be truthful with yourself, and see all feedback as a chance to grow professionally.

4. Set your goals

Clear goal setting is a cornerstone of a successful performance review. Use the SMART framework—Specific, Measurable, Achievable, Relevant, and Time-bound—to help track both your successes and challenges. Reflect on achieved goals to understand what worked and analyse stalled ones to identify obstacles and needed support. Even if you’re not aiming for a promotion, focus on skill enhancement within your current role and use the review to create a growth plan with your manager.

5. Know your strengths and weaknesses

The lengthy intervals between traditional performance reviews can trigger anxiety. You might misjudge your performance—either expecting praise but receiving criticism or doubting yourself despite positive outcomes. To ease these concerns, take time to reflect on your strengths and weaknesses objectively and revisit past feedback to prepare for a more predictable and result-driven one-on-one.

Partner with a trustworthy recruitment agency in Thailand

As a top recruitment agency in Bangkok, ASW Consulting is committed to bridging the gap between exceptional talent and outstanding opportunities. From executive headhunting in Thailand to personalised strategies crafted by our expert talent acquisition specialists in Bangkok, we ensure your recruitment needs are met with precision and care.

We can also assist in guiding your organisation’s performance reviews to help your managers foster engaging conversations and maximise your employees’ potential. Contact us today to learn more about how we can help you find the best talent or advance your career in Thailand.

 

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