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Performance reviews - employee guidance:

5.Your performance review meeting

On this page:

    Introduction

    The next performance review window will open early in 2027. Updated guidance will be shared shortly.

    Your manager will contact you to arrange a meeting for your performance review. This could be either in-person or via Teams, whatever is best for you.

    Make sure you have enough time to prepare, as you’ll need to work through the following pages before your meeting:

    What happens at the meeting

    During your performance review meeting, you and your manager will work through and complete the performance review template.

    As part of this you’ll talk about the following three topics:

    What happens next

    After your review meeting, your manager will finalise the performance review template and transfer it to a form in manager self-service (iTrent).

    Once the form is saved, you will be given access through your employee self-service (iTrent) account so you can review it at any time.

    Learn how to download your performance review form

    Your manager will also:

    • work with you to arrange any training, mentoring or other development opportunities identified
    • refer you for any support you need
    • complete any other relevant actions detailed in your performance review form.

    You’ll discuss the following:

    1
    Review of achievements

    The meeting typically starts with a discussion about the goals and objectives you were set in the previous review period.

    You and your manager will review whether these goals were achieved, partially achieved, or not achieved at all, and discuss the reasons behind the outcomes.

    2
    Performance feedback

    Your manager will review your performance over the last year, and include any feedback you have received from your 360 degree survey (if you created one).

    They will highlight your strengths and give you constructive feedback on any areas you need to improve. The feedback should be specific, actionable, and based on evidence.

    You’ll discuss the following:

    1
    Discuss goals for the year

    Your manager will discuss your team plan for the following year, and any projects or plans they want you to be involved in.

    You’ll then work together to define your goals for the next year. These should be a mix of both short-term and long-term goals.

    2
    Set new objectives

    Once you understand your goals, you and your manager will look at the steps you need to take to reach them and set SMART objectives.

    You’ll discuss the following:

    1
    Development opportunities

    Following your feedback, your manager may suggest some ways you can address the things they feel you need to improve on, such as through training or mentoring opportunities.

    This is your chance to discuss your personal development and ask for help with any gaps in your skills.

    Your manager should also discuss your career aspirations, and identify any options available for you to advance either within your team or the wider organisation.

    2
    Wellbeing and support

    As part of your performance review, your manager will ask you if you wish to discuss any other issues, such as personal challenges, pressures or difficulties you are experiencing outside of work. By asking about your wellbeing, they can identify ways to support you, for example they could:

    3
    Questions and concerns

    Your manager will also ask you if you have any other questions or concerns you wish to discuss regarding your role, career development, or the organisation.

    Performance over the past year

    Future work goals and objectives

    Personal development and support
    Employee confidential helpline

    0330 380 0658

    Speak to fully qualified counsellors and support specialists at any time, 365 days a year.

    Use code 107574 to access the online resources.

    More about the employee assistance programme

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