Prestandagranskningar

Prestandagranskningar, or performance reviews in Swedish, refer to structured processes in which an employee’s work performance is evaluated against established goals, competencies and organizational standards. The primary purpose of a prestandagranskningsprocess is to provide feedback, identify strengths and development needs, and align individual objectives with the wider strategy of the organization. In Sweden, such reviews are often conducted annually or semi‑annually and typically involve dialogue between the employee and a direct manager.

The review process normally begins with a pre‑evaluation where the employee submits a self‑assessment, outlines achievements, and proposes personal development objectives. The manager then reviews this input, scores performance against job descriptors, and prepares a written report. During the formal meeting the manager and employee discuss the assessment, clarify any misunderstandings, and agree on next‑step actions such as training, coaching or updated target setting. In some companies, peer feedback or 360‑degree assessment methods are incorporated to provide a more rounded view.

Key best practices include setting clear, measurable criteria from the outset; maintaining a regular cadence so feedback feels timely; ensuring confidentiality and fairness; and fostering an open, growth‑oriented dialogue. Swedish law permits organization‑wide review processes so long as they comply with collective bargaining agreements and principles of non‑discrimination.

Critics argue that yearly reviews may be too infrequent to capture day‑to‑day performance fluctuations and can become bureaucratic, diminishing their motivational impact. To counteract this, many organizations now shift towards continuous performance management, using short, frequent check‑ins coupled with the annual formal review as a summary and planning tool.