Performance Evaluation & Feedback for Ad Pros
Written by  Daisie Team
Published on 8 min read


  1. Performance Evaluation: What is it?
  2. Establish Performance Standards
  3. Monitor and Measure Performance
  4. How to Conduct a Performance Review
  5. Provide Constructive Feedback
  6. Set Performance Goals
  7. How to Address Underperformance
  8. How to Motivate High Performers

As an Ad Pro, you're no stranger to the importance of performance evaluations and feedback in the advertising field. They're more than just a yearly ritual or a checkbox on a manager's to-do list. They're powerful tools that can help improve team performance, boost employee morale, and ultimately drive your company towards success. Let's dive into the nitty-gritty of what makes these tools so vital and how to use them effectively.

Performance Evaluation: What is it?

Think of a performance evaluation as a GPS for your career journey. It's a process that helps you understand where you are, where you're headed, and how you can get there more efficiently. But instead of roads and routes, it deals with skills, achievements, and areas for improvement. Sounds pretty handy, right?

The process typically involves the following steps:

  • Establishing Performance Standards: This involves setting clear and measurable goals for your role. Imagine you're a copywriter. A performance standard might be: "Write and edit 20 ad copies a week."
  • Monitoring and Measuring Performance: This is where you track your progress towards your performance standards. Did you manage to write those 20 ad copies this week? If not, what held you back?
  • Conducting a Performance Review: This step is all about you and your manager sitting down together and discussing your performance. It's a chance to celebrate your wins, identify areas for improvement, and plan for the future.
  • Providing Constructive Feedback: This is the heart of the performance evaluation process. It's where your manager provides honest, constructive feedback to help you improve. Remember, it's not about pointing fingers or placing blame. It's about growth and development.
  • Setting Performance Goals: This is where you take everything you've learned from the evaluation and use it to set goals for the future. These should be SMART—Specific, Measurable, Achievable, Relevant, and Time-bound.

Performance evaluations are about more than just measuring performance—they're about fostering a culture of continuous learning and improvement. They're a key part of performance evaluations and feedback in the advertising field, helping everyone from copywriters to creative directors improve their game and deliver better results.

Establish Performance Standards

Establishing performance standards is like drawing a map for your career journey—it provides a clear path and a destination to reach. In the advertising field, these standards help align individual efforts with the broader goals of the team and the company.

So, what do good performance standards look like? They're specific, measurable, relevant, and time-bound. For instance, if you're an ad designer, a performance standard might be: "Design 10 engaging visual ads every month that achieve a minimum 2% click-through rate."

But remember, performance standards aren't about setting unreachable targets. They're about pushing for growth while still being achievable. Think of them as your career's version of a personal best—something to aim for and exceed, but not at the cost of your well-being or work-life balance.

It's also important to remember that performance standards should evolve as you grow and as the industry changes. What worked for you last year might not work this year, and that's okay. The key is to keep refining and updating your standards to reflect your current abilities and the needs of the market.

In the end, effective performance standards are about more than just hitting targets—they're about guiding your growth and development and helping you make meaningful contributions to your team and your company. And that's what performance evaluations and feedback in the advertising field are all about.

Monitor and Measure Performance

Once you've set your performance standards, the next step is to keep track of how you're doing. Monitoring and measuring performance is like keeping an eye on the speedometer while driving—it tells you if you're going too slow, too fast, or just right.

In the world of advertising, there are plenty of tools to help you monitor and measure your performance. For instance, if you're in digital advertising, you might use analytics tools like Google Analytics or Adobe Analytics to track your campaigns' performance. If you're in creative roles, you might rely more on qualitative measures, such as feedback from your peers or clients.

But whether you're looking at hard numbers or subjective opinions, the key is to take a balanced approach. Don't just focus on the numbers—also pay attention to the story they're telling. For example, if your ads are getting a lot of clicks but not many conversions, there might be an issue with the landing page, not the ad itself.

And remember, monitoring and measuring isn't about finding fault—it's about finding opportunities for improvement. It's a chance to learn, to grow, and to take your performance to the next level. That's what makes performance evaluations and feedback in the advertising field so valuable. They're not just about assessing where you are, but also about guiding where you could go next.

How to Conduct a Performance Review

As an advertising professional, the idea of conducting a performance review might seem as appealing as a pop-up ad. But trust me, it doesn't have to be that way! Let's break down how to conduct a performance review that benefits everyone involved.

First, preparation is key. Before the review, gather all the data you need. This might include analytics reports, client feedback, or notes from previous meetings. You also want to be clear on what you'll discuss. A review should cover both the good and the not-so-good, so be ready to talk about both.

Next, make the review a conversation, not a lecture. Encourage the person you're reviewing to share their thoughts and feelings. Remember, this is a chance for you to learn as well. You might be surprised by what you discover!

Finally, end on a positive note. Even if there are areas for improvement, highlight the person's strengths and successes. Show them that you value their work and are excited to see them grow.

Conducting performance reviews is a critical part of performance evaluations and feedback in the advertising field. When done right, they can lead to improved performance, happier teams, and more successful campaigns. So don't fear the review—embrace it!

Provide Constructive Feedback

Giving feedback can be like navigating a minefield, especially in the high-stakes advertising field. But don't worry, I've got your back! Let's talk about how you can provide constructive feedback that builds up your team, rather than tears them down.

First off, always make sure your feedback is specific. Saying "You need to do better" is about as useful as a billboard in a ghost town. Instead, pinpoint the exact areas that need improvement. For instance, you might say, "Your designs are eye-catching, but we need to make the brand's logo more prominent."

Next, focus on the work, not the person. You’re not criticizing them as a person, but addressing specific aspects of their performance. It's the difference between saying, "You're always late" and "We need you to submit your designs on time so we can meet our deadlines."

Also, remember to offer a solution or suggestion. Feedback without direction can leave your team feeling lost. It's like being told to create a Super Bowl ad without a brief. So, when providing feedback, also provide a way forward.

Lastly, don't forget to acknowledge the good work they've done. Balance is key in feedback, just as it is in a good ad campaign.

Providing constructive feedback is an integral part of performance evaluations in the advertising field. It’s not always easy, but it's a skill that can lead to better work, more cohesive teams, and ultimately, more successful ad campaigns.

Set Performance Goals

In the mad, mad world of advertising, it's easy to get lost in the shuffle. That's why setting clear, achievable performance goals is vitally important. It's like having a roadmap to success.

Setting performance goals starts with understanding the bigger picture. What are the overall objectives of your advertising campaign? Once you've got that figured out, you can break it down into smaller, manageable tasks. For instance, if your goal is to increase brand visibility, one of your performance goals could be to create a viral social media campaign.

Make sure the goals you set are SMART — Specific, Measurable, Achievable, Relevant, and Time-bound. It's like designing a successful ad; it needs to be concise, clear, and it needs to resonate with the audience.

Remember, goals should inspire and motivate, not intimidate. They should be challenging, but not impossible. It's like aiming for a Cannes Lion; it's tough, but it's not unattainable.

Setting performance goals is a critical aspect of performance evaluations and feedback in the advertising field. It gives your team direction and provides a benchmark for measuring success. So, set those goals, and watch your team shine!

How to Address Underperformance

Now, let's chat about a less glamorous, but equally important part of performance evaluations and feedback in the advertising field: addressing underperformance. It's like finding a typo in a published ad — it's not fun, but it has to be handled.

First off, don't jump the gun. It's crucial to figure out if the underperformance is a one-off incident or a recurring issue. Maybe your graphic designer had an off day, or maybe they've been struggling with a new design software. The key is to identify the problem before it becomes a pattern.

Once you've identified the issue, it's time to have that chat. Be direct, but empathetic. Just like an ad critique, focus on the work and not the person. Use phrases like, "I noticed that this project didn't go as smoothly as we'd hoped," rather than, "You messed up this project."

It's also important to listen. Maybe they're facing challenges you're not aware of. Perhaps they need more training on that new software, or they're juggling too many tasks at once. By understanding their perspective, you can provide targeted support and guidance.

Finally, work together to create an improvement plan. Set clear expectations and offer constructive feedback. Remember, the goal isn't to punish, but to help them improve and grow. After all, even the best of us can have a bad day in the creative chaos of the advertising world.

How to Motivate High Performers

Next up on our journey through performance evaluations and feedback in the advertising field, let's talk about motivating high performers. It's like being the creative director behind a killer ad campaign - you want to keep the momentum going!

First, recognize their efforts. A simple "great job on that campaign" can go a long way. It acknowledges their hard work and encourages them to keep up the good work. It's like getting a five-star review for your latest ad - it feels good, right?

Secondly, challenge them. High performers are often high achievers. They thrive on tackling new projects and learning new skills. So, don't be afraid to assign them more complex tasks or involve them in high-profile projects. Think of it as a creative brief with a twist - it's an opportunity for them to shine and grow.

Third, provide opportunities for professional development. This could be anything from attending industry conferences, participating in webinars, or even enrolling in courses to learn new advertising techniques. Just like keeping up with the latest ad trends, continuous learning is key in staying ahead of the game.

Lastly, foster a positive work environment. High performers, just like everyone else, perform best when they feel valued and supported. Encourage open communication, promote teamwork, and make sure they know their voice matters. After all, the best ad campaigns are the result of a team effort.

Remember, motivating high performers is not about pushing, but inspiring. Because in the end, a motivated team is the secret ingredient to a successful ad campaign.

If you're interested in learning more about effective performance evaluation and feedback for ad professionals, we highly recommend the workshop 'What Makes a Memorable Advertisement?' by Jessy Moussallem. This workshop will not only help you understand the key elements of memorable advertisements but also provide valuable insights on how to improve your ad campaigns through constructive feedback and evaluation.