How to Run a Quarterly Performance Review Meeting

Performance review meetings are an important part of every employee's development. They give employees the opportunity to assess their performance, receive feedback, set objectives, and align their priorities with their manager's. This meeting is a great way to ensure that employees are meeting their objectives and identify areas for improvement. This is also an opportunity for employees to ask questions and clarify any concerns they may have.

Why run this meeting?

Quarterly performance review meetings are a great way to:

• Ensure that employees are meeting their objectives.
• Identify areas for improvement.
• Provide an opportunity for employees to ask questions.
• Clarify any concerns employees have.
• Align your employees' priorities with your own.

How long should it take? When should you run it? Who should attend?

This meeting should last for 60 minutes and occur quarterly. You should run this type meeting with every employee on your team. Only yourself and the employee being reviewed should attend.

What should you talk about in a quarterly performance review meeting?

0. Collect and Review employee's performance

Review the employee performance data collected in via surveys, one-on-ones with others, project management systems, and self-reporteds.

1. Self assessment and peer feedback

Self assessments and peer feedback are a great way to:

• Identify strengths and weaknesses.
• Help employees identify areas for improvement.

2. Performance against objectives

Reviewing performance against objectives is a great way to:

• Ensure that employees are meeting their objectives.
• Identify areas where employees need more support.

3. Wins, strengths, and opportunities to grow

Highlighting wins, strengths, and opportunities to grow is a great way to:

• Motivate employees.
• Help employees identify areas where they can continue to excel.

4. Areas for improvement

Identifying areas for improvement is a crucial part of the performance review process. It will:

• Help employees focus on areas that need attention.

5. Concerns, questions and clarification

This is an important part of the performance review process. It:

• Allows employees to ask questions.
• Allows employees to clarify any concerns they may have.

What should you do after a quarterly performance review meeting?

• Share your notes
• Document and circulate any next steps
• Update your employees' objectives in your project management software.
• Update your employees' goals on OKRs in your business intelligence software.

Come prepared with manager feedback, self-assessments, and peer feedback to ensure this performance review meeting's success.