<aside> 🚀 A Performance Summary is time with your manager to consolidate feedback from the year and reflect on how it compares to the expectations of your current role, identifying what you want to achieve and develop to grow in your role 🚀

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A Performance Review? No, we’re doing something new…

🧑🏼‍🤝‍🧑🏽Up to 96% of workers say they prefer daily or weekly feedback and only 8% of companies think their annual performance reviews add any value, yet they still happen every year! We want to be more effective than that and foster a culture of continuous feedback

Say hello to the Performance Summary

✨Unlike a review, a Performance Summary is about encouragement and solutions, rather than judgement. It’s a chance for you and your manager to take a retrospective look at the year, identifying and discussing development opportunities - and with no surprises, as it’s summarising stuff you’ve already discussed in your 121s.

Performance Summary ✅

• Avoids surprises
• Is excellence skewed
• Uses MANY digits gives us insights & trends
• The collective knows it best
• Removes unconscious bias
• Is a fine dining conversation experience

Performance Review ❌

• Once a year unpleasant surprise
• ‘Hunger games’ forced ranking
• ONE digit to rule
• The manager knows it all
• Doesn’t tackle unconscious bias
• All-you-can-eat conversation

What you’ll focus on in your summary

🔎 With your manager, you’ll look at:

• How you met the expectations of your role
• Areas of development and support we can provide
• Goals for the coming year

Performance Summary Guide

Here are some guidelines to help you and your manager:

🏁 End-to-end process

Performance indicators definition

❓FAQ

✍️ Summarising performance

📐 Calibrating performance

🗣️ Preparing for Performance Conversation

🛣️ Getting back on track