Performance Management

Performance Review Builder

The full performance review workflow in one place. Send a self-assessment pack to the employee, keep your prep notes private, then draft the final review document with AI. Export to Word or PDF when you're ready.

When to Do Reviews

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
Preparing for the Review

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
Running 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
After the Review
  • 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
Common Mistakes to Avoid
  • 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

Self-Assessment Pack

Edit the questions you want the employee to answer ahead of the review. Download a Word document to send to them. When they reply, paste their answers into the Manager Prep tab and the review draft will use them as context.

Ahead of our performance review on [Meeting Date], please answer the questions below. This is your space to reflect on the period in your own words. There are no trick questions and there are no wrong answers. Take 30 minutes, save the document, and send it back to me by [Return By].
1. How would you describe this period in one sentence? 2. What are 2 to 3 things you are most proud of from this period? 3. Where did you make your biggest impact for the team or the business? 4. Looking at the goals we agreed at the start of the period, how did you go on each one? 5. What is one area you would like to grow in over the next period? 6. What support, training or change would help you do your best work? 7. How sustainable does your current workload feel right now? 8. Where would you like your role to head over the next 12 months? 9. Is there anything I should know that I might not see day to day? 10. Anything else you want to raise in the review meeting?
Once the employee returns it, paste their answers into Manager Prep > Employee self-assessment response so the AI draft uses them.

Your Prep Notes

Capture the conversation prep you would normally do on paper. This stays private to you and feeds the AI when you draft the review document.

Draft the review with AI

Uses your Manager Prep notes and (if pasted) the employee's self-assessment response to fill the full review document below. You can edit any section after.

Review Details

Goal Review

Review performance against agreed goals from the start of this period.

Strengths and Achievements

Areas for Development

Goals for Next Period

Set clear, achievable goals for the coming period.

Overall Rating

Exceeds Expectations
Above Expectations
Meets Expectations
Below Expectations
Significantly Below Expectations

Sign-off

This document has been discussed and agreed between manager and employee.