For Employees

Performance Conversation

Before the Performance Conversation:

Use the space below if you need to pen down your thoughts as you follow the guide. You can then copy out or print out, for your own reference.

A. Read through your Key Objectives for this review year. Reflect on what you (and your team) have accomplished for each objective. Be specific. What have your learnt? Any learnings that will help you as you move into the new year.

B. What are the areas where you have not done well? Be honest with yourself - “No one is perfect”. During the meeting, ask for support (for example, coaching, training etc.) to further improve yourself.

C. Be proactive & draft your key objectives for the next review year. Discuss and align with your manager on your focus for the next year. Look for opportunities to learn more, either to broaden or deepen your knowledge and capabilities. Share your career aspirations with your supervisor too.

1. Preparation "Luck favours those who are prepared"

2. Performance Review Discussion

Entering into a performance review conversation, it’s important that you KEEP AN OPEN MIND.

It’s almost guaranteed that you will receive not-so-great feedback and/or constructive criticism, so how should you handle that?

Always know that the intention is for your future self to become better than your current self.

Be Prepared

Spend some time to reflect. Be honest with yourself. You should have an idea of what you have done well, and also the areas for improvement.
If you were the manager, what would you say about your own performance?

Be Humble

Listen attentively to understand the feedback. Do not be defensive.
Seek clarification (if necessary) and politely ask for examples.
Ask for suggestions on how you can do better. This allows you to understand the expectations.

Stay Positive

Be appreciative and say “Thank You” for the feedback
Share your perspective.
If you need time to reflect on the feedback before committing to an action, ask for it!

At the end of the conversation, you should understand:

The rationale for your performance rating
The expectations of you in your role
The areas where you can improve or contribute

3. Understanding the Performance Management Process

What is Performance Calibration?

Performance calibration is the process of ensuring all employees' performance ratings are consistent and fair - that managers apply similar standards to all employees.

Managers will attend a Calibration Meeting within the business unit. They should come ready to represent the employees in their team/department. Managers will need to support the rationale for giving a particular rating, with specific examples/behavioural evidence.

The goal of the meeting is for Managers to discuss the most important criteria to differentiate top performers; review the proposed ratings of employees; and determine the alignment with the criteria identified for top performers. After discussion, the Managers agree on performance ratings for each employee, making adjustments as appropriate.

Also, invest 12 min of your time here to get 13 Tips That Actually Improve Performance,

and another 3 min for a 4-step approach to Align Individual, Team, and Organizational Goals for Success.