How to prepare for a Year-End Performance Review

1. Key questions when preparing for a performance review: what, who, how, where and
when
Throughout the year you should have regular conversations or check-ins with your manager about performance
and development, and use Workday to keep a record of progress against objectives. Preparation for the formal
performance meeting should therefore be straightforward.

Questions Preparation Things to do

What Make sure you Gather relevant information to help you prepare for the performance review, for
have the example:
information
you need ▪ the role profile or job specification for the employee
▪ the business plan, team goals or individual objectives
▪ feedback from colleagues/clients
▪ examples of work outputs or deliverables
▪ evidence of performance against objectives
▪ evidence of development activities and/or training completed
Who Be clear about Employee role
who does what
As the employee, you need to be proactive in preparing for your performance
in preparing for
review. This means taking some time to reflect on the past and think ahead to the
the performance
next review period. The instructions in the performance review workflow will help
review
you do this in a structured way focusing on:
▪ Reviewing current objectives
▪ Commenting on overall performance
▪ Planning new objectives
▪ Considering development and career goals
Make sure that you spend enough time preparing to talk about your role and that
you focus on the most important themes.

Manager role
As the manager, you will receive an email notification to let you know when an
employee has completed their self-evaluation. You should review the
information supplied and make a note of:
▪ Areas to explore in more detail
▪ Any feedback you want to share with the employee
▪ Priorities for objectives and the development plan
▪ Your thoughts on the performance rating you consider appropriate

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Questions Preparation Things to do

How Aim to build Both the employee and manager should:

self-awareness ▪ Review past objectives and performance – look at what was agreed.
What went well? What could have been improved? – write down your
thoughts and any evidence to support this.
▪ Plan future objectives – consider priorities for the future. What role will
you play in helping to achieve these? What are the specific tasks and
actions that will achieve this? – write down your initial ideas on future
objectives
▪ Consider development needs and career aspirations
▪ Use the instructions in the performance review to help you think
through how best to fulfil your potential
Where and Consider the ▪ People think well when they are in an environment which is comfortable,
when physical light, warm and safe. To encourage open sharing of thoughts and feelings,
environment make sure you book a meeting room that allows this and ensures you are
and set aside uninterrupted.
enough time for ▪ Good conversations happen when people are at ease and are not being
the meeting rushed or pressurized. You probably need at least 60 - 90 minutes for the
performance meeting to ensure both employee and manager have
sufficient time to talk openly and cover all items that each wants to discuss.

2. Things to consider when looking back and looking forward

Look back Look forward

Consider: Consider:

▪ Positive aspects of performance ▪ Business needs

▪ Challenges experienced
▪ Achievements on objectives and expectations
previously agreed
▪ Feedback from colleagues and work associates
▪ Development activities undertaken and impact
▪ Job satisfaction / career progression
▪ Overall performance
▪ Any other issues to discuss
It’s important to also take time to talk about the employee’s wellbeing too!
▪ Employee contribution and role going forward
▪ Future objectives
▪ Strengths to build on and challenges anticipated
▪ Development needs and priorities
▪ Career aspirations – both in the short- and longer-
term
▪ How is the employee’s career likely to progress from
here in the short term and in the longer term?
▪ Any other issues to discuss

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