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Infotip

If annual reviews are the only time when feedback is given, that's a problem. But it's certainly better than nothing. -John Allain

It is always better to give feedback instantly and create a feedback culture in the company.

As explained best by the following two sketches

Still, the performance review / career preview is important. For us, we want to follow this principle:

Infotip

Connect a person's past – gaining a detailed understanding of who they are and what motivates them at work through their life story – with their future – the wildest dreams they have for themselves at the pinnacle of their career.

1. Start with the Past

[TL/SL & Team & Employee] The Strengths

  • Which skills does this person have that are really strong?

    • Do they have great design skills?

    • Are they great communicators?

    • Are they great team players?

    • Are they very organised?

    • …

[TL/SL & Team & Employee] The Impact

  • Which impact do they have…

    • … on the company culture?

    • … on the team?

    • … on the business?

[TL/SL & Team] The Communication

  • How …

    • … precise

    • … short

    • … thorough

    • … proactive

  • … does this person communicate?

[TL/SL & Employee] The Weaknesses

General

  • In which area does this person have room to improve?

    • Do the skills fit the current position?

    • Are there any improvements possible in the areas of

      • Teamplay

      • Tech

      • Leadership

      • Structure

      • … ?

[TL/SL & Team] General Work Attributes

  • Thoroughness

    • Do you get all the information you need, or do you have to ask again more often until you have the full picture?

  • Proactivity

    • Is the person approaching you with information, notification, questions, … or do they wait until you approach them?

  • Helpfulness

    • How supportive is this person when you need help in any area?

  • Extra Mile

    • Is there any situation you would like to mention where this person made an extra effort which should be appreciated?

2. Talk about the Future

  • Where do you want to be?

    • Which skills do you want to develop?

    • Which positions do you want to have?

    • Do you want to stay and improve in your current position, or do you want to change?

  • What do you want to achieve?

    • If you think of a longer time frame, where do you want to be?

  • Do I see you there?

    • Do I, as your Lead, see you going in this direction?

    • Do we want to go there together?

3. Plan for the Present

How can we connect the past to the future?

  • How do the strengths, weaknesses, and other attributes impact the position you want to be in?

What actions can we take to make this happening?

  • Can we give you a different position?

  • Is there a training we can provide you with?

  • Can we organise a test run in a certain position?

Is there a chance to do this?

  • Do I see you in this position?

  • Do we have the possibilities inside the company?