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Preparation is the key

Preparation is the key to a successful employee performance review. Reviews are not something you can just pop into and "winging it" if you want to get the best results from the review.

So how do you prepare? Start by gathering your data - by that I mean:


  • dust off last year's performance review - have a look through and see what was agreed, what training you had decided on, strengths and challenges as well as goals and targets
  • find the position description for both your role and the role being reviewed - so you can talk about how the two fit together
  • locate the business plan or corporate plan - highlight the key parts of the plan that relate to the role. Every job needs to be delivering on some aspect of the plan - work out specifically how the role contributes to the overall strategy
  • look back over any project reports, email updates, diary notes to list out as prompts the projects completed or started by the person in the role
  • review the personnel records relating to annual leave (to make sure the person is having sufficient breaks to rest and recuperate), sick leave (for any patterns such as always having a Monday off)
  • a copy of the employee's own assessment for this year (the best reviews ask for the employee to complete a self assessment form first and hand it to you before the review so you can read over the notes before the meeting. We will talk more about this in another post)

Once you have your data, look over the list and start to collate your thoughts into categories.


  • Background and context for the role
  • Last year's goals
  • Areas of strength for the person
  • Areas of challenge for the person
  • Team member approach & attitude
  • Areas for development
  • Upcoming projects and targets
  • Administration
Once you have your notes together you then need to plan for your personal approach during the review - by this I mean thinking through HOW you will phrase and say what you want to say and planning for possible responses. This is a major priority for success and will be the subject for a more detailed review in a future post.

Until next time

Ingrid



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