Before the conversation
Agree the review period and purpose. Employee and manager prepare independently, using evidence from across the period. Share the agenda before meeting.
- Record employee, role, manager and review period.
- Confirm the decisions this review informs.
- Identify other contributors and what they observed.
Employee reflection
Use specific examples and explain changes in context.
- Which contribution made the most difference?
- What progress did you make against your goals?
- Which priorities changed, and why?
- What was difficult, and what did you learn?
- What support would help you do your best work?
Manager discussion
Discuss the evidence and listen for missing context.
- Record strengths with an observed example and its impact.
- Explore gaps between expectations and outcomes.
- Note where perspectives differ and how to resolve them.
- Confirm the employee’s view is accurately recorded.
Development and follow-up
Agree one or two practical actions. For each, name the owner, support, evidence of progress and a follow-up date.
- Choose a development priority to practise in real work.
- Agree the manager’s support commitment.
- Set a date to discuss progress.
For preparation advice, read the complete performance review guide.
Take it into your next conversation.
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