Performance reviews are about as attractive as a visit to the dentist... for a root canal. And they're often equally uncomfortable for the employee and the supervisor. They don't have to be. As a manager, follow these tips to make the process a pleasant one.

Consistency:  The purpose of the review is to provide a goal-setting platform in order to measure performance, so be consistent. Schedule them like clockwork and treat them the same was as you treat important client meetings. Postponements, cancellations or delays in setting the review in the first place all send the message that you don't see them as important. Neither will the employee.

Be Prepared:  Do you homework. Make certain you have your facts and figures straight and practice what you plan to say. One of the keys to preparedness is taking notes throughout the review period and basing your review on the full timeframe, not the last two weeks or recent memory.

Keep It Positive:  The point of the meeting is to work with the employee to review the performance against previous goals and to set new ones. When you have to criticize, remember that you're criticizing the performance and not the employee as a person.

Allay Fears:  If there's any concern about job security or similar concerns, address those immediately. Otherwise, your employee is going to miss most of what you say waiting for the perceived "other shoe to drop."

It's Two-Way:  Keep in mind that this meeting should be a two-way conversation. Be a good listener. Let the employee share thoughts and ideas about goals for the coming year. Discuss plans for career advancement and the work-life balance. Ask how you're doing and if there are things you can improve in your role, too.