Performance Review Discussion

  • Review what has been achieved since the last review and examine reasons for successes and failures;
  • Agree on actual levels of achievement;
  • Stimulate and discuss ideas about what can be done to improve results achieved;
  • Agree on future performance goals, the basis of measurement, and timing of review;
  • Help the individual analyze personal performance and underlying factors affecting performance such as skills and knowledge, job structure, standards, and resources available;
  • Strengthen the individual’s commitment to the job;
  • Learn about the individual’s interests, goals, and long-range career plans, and help the individual relate these to the current job;
  • Strengthen the understanding between manager and individual, and foster an open line of communication;
  • Discuss and resolve specific anxieties, uncertainties or misapprehensions affecting job performance plans and directions for future career development, plan specific activities in  support of these plans and directions;
  • Get feedback from the individual on how well you have managed.

My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit, and my Lectures.