Performance Review Builder

Frequency: Quarterly reviews are recommended. This aligns with goal setting and keeps feedback regular and timely.

• Schedule a 90-minute meeting per direct report
• Do not run reviews if you haven't set goals first
• Remember: Annual pay reviews are handled separately from performance discussions

Manager preparation:

• Review agreed goals from the start of the period
• Identify key achievements and contributions
• Note areas where growth or development would help
• Prepare specific examples for your feedback

Employee preparation:

• Complete a self-assessment covering accomplishments
• Reflect on skills developed during the period
• Document career goals and development interests
• Provide this to your manager at least one week before the meeting

Suggested agenda (90 minutes):

• Welcome and opening (5 min): Set a positive tone and clarify the discussion is two-way
• Performance review discussion (30 min): Review goals and achievements, discuss strengths, address development areas
• Setting goals (30 min): Agree on goals for the next period
• Development (15 min): Discuss career development and support needed
• Summary (10 min): Recap key points and next steps

Key discussion points:

• Review how well the agreed goals were met
• Discuss the person's strengths and contributions
• Address any areas for development, using specific examples
• Make the conversation two-way: ask questions and listen

• Summarise the key points of the discussion in writing
• Confirm the agreed goals and development actions
• Set a follow-up timeline for the next review
• Document any action items and who owns them
• Keep a copy of the signed review on file

• Reviewing without goals in place: Without clear goals, it's hard to measure performance fairly
• Surprising people with negative feedback: Development areas should have been discussed throughout the period, not revealed in the review
• Making it a one-way conversation: Performance reviews should be a dialogue, not a monologue
• Only discussing recent work: Avoid recency bias by reviewing the entire period
• Skipping the written follow-up: Document agreements to prevent misunderstandings