Bring better evidence to performance reviews.
Prepare employees and managers for a more useful conversation. Gather examples from real work before the meeting, so review time can go into discussing what happened and what comes next.
Collect examples before the review
Ask the employee what they worked on, what they contributed and what helped or got in the way. A concrete situation is easier to discuss than a general impression of the year.
Give managers their own questions
Ask managers where they saw the work make a difference and what they observed directly. The two perspectives may cover different things. That difference can help the meeting.
Keep the judgment with people
Review what came back, check any gaps in context and decide which topics to take into the conversation. Use the meeting to agree what to recognize or develop.
Getting started