The end of the year is quickly approaching. As such, many managers and employees are looking forward to—or more likely dreading—their yearend reviews. But the practice doesn’t have to feel like pulling teeth. With some careful consideration, end-of-the-year reviews can be beneficial for both parties. To have a more productive conversation, consider these four questions. First, does the employee meet the minimum requirements of the job? This is the starting point, and if the answer is no, this is where the conversation should focus. Next, ask if the employee is consistently meeting the expectations of the job. While this may seem like hairsplitting, the distinction is important. Sometimes employees are unaware of the manager’s expectations, so use the review process as an opportunity to make sure everyone’s on the same page. Next, ask if they exceed the expectations. If yes, discuss growth. Finally, ask if the employee is transcending expectations. Although this is rare, these employees likely need to be moved into more challenging roles where their skills can be applied in a more impactful way.