Define the purpose
Write the decisions and outcomes the process supports before choosing a form.
- State the process purpose and scope.
- Identify the teams and roles involved.
- Define the cycle and key dates.
- Name the process owner.
Design the stages
Keep each stage tied to a clear responsibility. Make exceptions visible so HR does not have to manage them from memory.
- Define employee reflection and preparation.
- Identify project or peer input.
- Schedule manager preparation and discussion.
- Define calibration or approval where needed.
- Record development actions and follow-up.
Specify rules and communication
Consider a late response, a manager change and an employee who joins mid-cycle. Define how each case should move through the process.
- Assign participants to each stage.
- Define required and optional questions.
- Set reminders and escalation ownership.
- Document access and approval rules.
- Explain the process to employees before launch.
Review the cycle
Ask whether the process led to clearer expectations and useful follow-up. Completion is one signal, not the full result.
- Check where participants needed help.
- Identify duplicate or unused questions.
- Review follow-through on development actions.
- Record changes for the next cycle.
Explore custom workflows and the continuous performance playbook.
Take it into your next conversation.
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