Introduction
Alongside the guidance we have provided to help you prepare for the performance review, we’ve also put together some pointers to help you carry out the performance review discussion.
Getting started
The first step is to let your team member know that this will be a two-way conversation, and that it is essential for them to be open and honest during the process.
Explain the importance of the performance review, and that the purpose is to focus on them, their achievements and any help they need to achieve their goals, both in terms of their work objectives and personal development.
Let them take the lead on the discussion, but also advise them that they need to cover the three main topic areas so that the performance review template can be completed.
To help you work through each section, we’ve provided pointers on what you should cover below.
1: Performance over the past year
For this section, you’ll need to refer back to your team member’s previous performance review and the results of the 360 degree feedback survey.
1Review of achievements
Reflect on the goals and objectives that your team member was set in the previous review period and together decide whether these goals were:
- achieved
- partially achieved
- not achieved.
Discuss the reasons behind each outcome.
2Performance feedback
Review your team member’s performance over the last year.
If your team member created a 360 degree feedback survey share the results with them.
Highlight your team member’s strengths and give constructive feedback on any areas they need to improve.
The feedback should be specific, actionable, and based on evidence.
2: Future work goals and objectives
For this section, you’ll need to refer to the team plan, and your notes from your preparation.
1Discuss goals for the year
Talk about your team plan for the following year, and ask them:
- if they have any suggestions on how to meet the goals set out for the team
- what projects would they like to be involved in.
You could also discuss if there are any projects you want them to work on as you feel they have the right skills an/or level of knowledge.
You and your team member can then work together to define their goals for the next year. These should be a mix of both short-term and long-term goals.
2Set new objectives
Once you understand their goals, you can both look at the steps they need to take to reach them and set SMART objectives.
3: Personal development and support
For this section, you’ll discuss the following:
1Development opportunities
This is a chance for your team member to discuss their personal development and ask for help with any gaps in their skills and behaviours.
You can also highlight any opportunities for development you have noted down.
You should also discuss their career aspirations, and identify any options available for them to advance either within your team or the wider organisation.
2Health and wellbeing support
Ask your team member if they want to discuss any other issues, such as personal challenges, pressures or difficulties they are experiencing outside of work.
Discuss any ways you can support them.
You may find it useful to refer to health and wellbeing support.
3Questions and concerns
Check if your team member has any other questions or concerns they wish to discuss regarding their role, career development, or the organisation.
What happens next
After the review meeting:
- generate and submit the performance review on manager self-service (iTrent).
- tell your team member when it has been saved and submitted, so they know that they can access it through their employee self-service (iTrent) account
- help your team member to arrange any training, mentoring or other development opportunities that were identified
- refer your team member for any support they need
- complete any other relevant actions detailed in the performance review form.