Designing a fair performance review cycle
Learn how self reviews, manager reviews, calibration and feedback create consistent outcomes.
Define the purpose of the review
Separate development conversations, compensation decisions and performance documentation where appropriate.
Use role-specific review forms
Self, manager, peer and HR questions should reflect what each reviewer can meaningfully observe.
Calibrate ratings fairly
Calibration helps managers apply rating standards consistently and identify bias or insufficient evidence.
Close the loop
Publish outcomes clearly, capture employee acknowledgement and convert development priorities into goals and check-ins.