Guide to Getting the Most out of Your Performance Review: The Review 

Performance Review Briefing
At this briefing your manager will have explained that the purpose of the review is to discuss and agree the level of performance that you have been achieved this year and to set objectives and build a development plan for the coming year.

The Performance Review

The Performance Review is made up of several parts:
1. Introduction – to establish purpose and set the scene for the meeting. The tone should be relaxed and supportive.
2. Review of achievements that are additional to business objectives set last year. Also discussion of any issues arising that may have prevented the achievement of or changed the objectives.
3. Review of performance against this year’s Objectives.
4. Discussion of strengths and areas for improvement.
5. Agreement of overall rating for performance.
6. Planning of SMART Business & Personal objectives for coming year. These objectives need to be Specific, Measurable, Achievable, Realistic and Timed.
7. Agreement of next steps & Close

To get the best out of this meeting it needs to be an open and honest discussion with you doing most of the talking. Your manager’s role is to ask questions and prompt you into reviewing your own performance and drawing conclusions about your strengths and achievements and areas where you need to improve.

During the review adhering to these guidelines will ensure that the meeting is a positive and rewarding experience for both of you:

• Use the notes you made in preparation for the review. Be confident in talking about your achievements and strengths.
• Be honest about the aspects of your job you find difficult or frustrating. 
• Show you recognise your mistakes and explain how you have learnt from these experiences.
• Be prepared to listen to your manager’s observations.
• Ask your manager for feedback with specific examples.
• Be prepared to generate ideas and solutions for solving problems and improving performance. Don’t rely on your manager to have all the answers.
• Be prepared to receive both praise and constructive criticism. Discuss how you can use your strengths more and work on areas for improvement.
• Be prepared to give a genuine commitment to develop your skills and Be prepared to make an assessment of your grading based on your discussions.
• Discuss your ideas on objectives for the coming year. Make suggestions on how achievement of these objectives can be measured. If there is any thing you don’t understand about the objectives you have been set then ask. Make sure you have agreed timescales and deadlines.
• You may be asked to complete the form - filling in the boxes based on your discussions. Complete the ‘employee’s comments’ section, sign and return to your manager. You will be given a copy to keep.
• Agree a further meeting to review progress and/or discuss your personal development plan.

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