Your Year-End Performance Review Toolkit
As the year winds down, now is the perfect time to shift your focus to performance reviews and goal setting. A thoughtful review process isn’t just about checking a box—it’s your opportunity to recognize progress, clarify expectations, and inspire growth heading into the new year.
Let’s break down how to plan, execute, and follow through on effective performance reviews.
What Are Performance Reviews Really For?
At their best, performance reviews:
Offer clear feedback on strengths and opportunities
Inform compensation and promotion decisions
Guide professional development efforts
Reinforce alignment between individual contributions and organizational goals
They’re not just about looking back, they’re about aligning for what comes next.
Planning Ahead
Preparation matters. Before stepping into the review conversation, take time to:
Gather relevant data: performance metrics, feedback, completed projects
Reflect on key wins and areas for growth
Identify any patterns—both positive and concerning
A little prep leads to a better conversation and stronger outcomes.
Make It a Two-Way Dialogue
Great reviews aren’t monologues—they’re conversations. And matching it to your culture is key. Here are 2 different styles you might consider as a starting point (option 1, option 2). Option 1 utilizes a values and job function approach, while Option 2 incorporates SMART goals. Use this structure to cover:
Progress toward individual, team, and organizational goals
Notable achievements and behaviors
Specific feedback—both positive and developmental
Growth opportunities and training recommendations
It’s important to ask for the employee’s reflections. Encourage them to bring their own examples and ask questions. Be sure to co-create the next set of goals together. This helps employees feel ownership and investment.
Incorporating 360 Reviews
To take feedback even further, consider adding a 360-review process. A 360 review collects feedback from a range of colleagues, including peers, managers, and direct reports. This holistic approach provides deeper insights into an employee’s strengths, areas for development, and overall impact. Incorporating this feedback into your performance reviews helps identify blind spots and fosters a culture of continuous improvement.
After the Review
What happens after the meeting matters just as much:
Document and share agreed-upon action items
Schedule regular check-ins to revisit progress
Provide the coaching, feedback, and resources needed to help your team grow
This follow-through builds trust and shows that your review process actually supports development, not just documentation.
Best Practices We Swear By
Use real examples – Vague feedback doesn’t drive improvement.
Link feedback to goals – Make the connection between effort and outcome clear.
Create psychological safety – Frame reviews as opportunities to grow, not threats to avoid.
Review more than once a year – Regular check-ins reduce anxiety and improve performance.
Ready to Make Reviews Work for Your Organization?
If your reviews feel stale or surface-level, we’re here to help you create a tailored review structure, from goals to ratings to action plans that align with your culture. Schedule a meeting to get started.