Your annual performance review and disciplinary paperwork check-up.

Many organizations put performance reviews on hold during the pandemic when a large share of employees worked at their kitchen tables. Now that workers are returning to the office (at least part-time), HR specialists are dusting off their paperwork.

Traditional performance reviews make some workers anxious, and indeed, most HR pros say it's not stress-free for them, either. What might seem like an innocent conversation can feel like being called into the principal's office. Many companies are moving to a more informal weekly or monthly interview, but leaders say performance reviews still have their place.

"Performance reviews enable your organization to measure, document and improve performance," attorney Amanda M. Jones recently told Business Management Daily as part of the HR Specialist Summit. Jones, a partner with the law firm Cades Schutte, regularly advises and represents employers in labor and employment matters.

"It can provide recognition to good performers and help ensure fair compensation. Managers need to tell employees what they are doing well and how they need to improve," she said. "The review can also offer justification for promotions, demotions and terminations."

Among her advice for best practices: Consider a performance improvement plan, be honest and specific, include achievements, use forms and criteria that are understandable, be consistent and document what was discussed with the employee.

She added that it is vital to document disciplinary actions.

"Memories fade, or a decisionmaker may leave the organization. Encouraging employees to improve should minimize the likelihood of confusion and may make...