The essentials
- Agree the review period and purpose.
- Use specific examples and explain changes in context.
- Discuss the evidence and listen for missing context.
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.
Turn the guidance into your next conversation.
Choose one action from this template, 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.
