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Hi everyone,

we want to implement a performance progress check-in cycle via Personio 6 months after the annual performance review. I will launch this with a short list of questions to be prepared by both employee (self-assessment) and manager. Has anyone done this before and can you share the questions you have used for the discussion? I was thinking of the below questions, but would appreciate anybody else*s feedback or experience with this.

  1. What achievement are you most proud of since the last review and why? Looking back, what was a challenge and why?
  2. Are we on track to hit our goals? Why / Why not?
  3. What is getting in the way of hitting our goals?
  4. Do we need to revise our goals based on roadblocks?
  5. How can I help you hit these performance goals or shoot past them?
  6. How would you say your performance compares to the performance since the last review?

Thanks in advance!

Alexandra

 

 

 

Hi - at Arctoris we ask:

Please review your goals and achievements for the first six months of the year and provide a summary of what you have achieved.

Are you on track?  Are there any reasons for why you have not achieved your goals and have you discussed them with your manager? Please advise.

Are you happy that there is a clear plan to achieve your goals by the end of the year?  Your role may have changed, business needs may have changed and your learning goals may have changed. Please highlight details below.

In summary, how would you rate your performance so far for the year?  

I hope that helps?  I have to keep things light touch as 80% are scientists who prefer to be in the lab!  Thanks, Sally

My opening para is: 

Dear colleagues

The mid year performance review/ check-in is the time to take stock and reflect on your performance so far.  

Please review the objectives you set in January, or if you are new what you agreed to work on with your Manager.  

Don't forget to look back through your calendar and daily check-ins to review all of the great work you have achieved. 

Make sure you put some time in your Manager's diary to discuss your performance and development plans (PDPs).  Ideally in June.  We want you to drive your career conversations.

If you have any questions or require assistance please do not hesitate to contact a member of the People team.

For the managers input form we ask:

Please summarise below your team member's achievements so far for this year.

What did they do well and what would you like to see more of?

Overall how would you rate this colleague's performance so far?

Overall, is there anything in particular that you would like them to focus on for the remainder of the year?

I hope that helps?  I have to keep things light touch as 80% are scientists who prefer to be in the lab!  Thanks, Sally

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