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:
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
The Strengths
Which skills do you have that are really strong?
Do you have great design skills?
Are you a great communicator?
Are you a great team player?
Are you very organised?
…
The Impact
Which impact do you have…
… on the company culture?
… on the team?
… on the business?
The Weaknesses
In which area do you have room to improve?
Do your skills fit your current position?
Are there any improvements possible in the areas of
Teamplay
Tech
Leadership
Structure
… ?
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?