The performance review process is usually seen as a checkbox ticking exercise, both from an employee and a manager perspective. Moreover, doing it yearly paired with salary reviews, it usually ends up in a “big reveal” meeting that most often than not disappoints everyone.

This doesn’t need to be the case. We believe performance reviews can be a very effective and useful tool for both employees and managers for career progression and performance management. The process that we outline here revolves around the following main points.

With this process, we hope to achieve the following.


The process of the performance review is owned by the manager and can be summarised as the following:

  1. The manager sends and gathers 360° feedback from relevant peers and stakeholders
  2. The employee does a self assessment by answering specific questions
  3. The manager also provides written feedback by answering specific questions