The essentials
- A structured reflection on contribution, expectations and development over a defined period.
- The concept is useful when it creates shared understanding about the work.
- An employee and manager review goals and evidence, discuss different interpretations and agree a development action with a follow-up date.
Definition
A structured reflection on contribution, expectations and development over a defined period.
What it means in practice
The concept is useful when it creates shared understanding about the work. Explain its purpose, who participates and what happens with the information. People should be able to see how it improves the next conversation or decision.
Use language the team understands and keep the process proportionate to the decision. Where evidence is incomplete, make that limitation explicit rather than treating an interpretation as a fact.
An example
An employee and manager review goals and evidence, discuss different interpretations and agree a development action with a follow-up date.
Put it into practice
Read the related practical guide for a step-by-step approach. Explore the connected platform capability to see how the process fits into continuous performance management.
Related concepts include performance reviews, continuous feedback and goals and OKRs.
Turn the guidance into your next conversation.
Choose one action from this resource, agree who owns it and set a date to review what changed. To explore how your process could work in New Dynamics, bring your current workflow to a demonstration.
