performance-review

name	performance-review
description	Conduct structured, fair, and impactful performance reviews that drive growth and development

Performance Review

Purpose

Conduct structured, fair, and impactful performance reviews that drive team member growth, align with organizational goals, and create actionable development plans.

Capabilities

🎯 Tier 1: Foundation

Performance Review Fundamentals

Implement basic performance review processes:

• Review Preparation: Gather data, feedback, and examples before the review
• Goal Setting: Set clear, measurable goals aligned with organizational objectives
• Feedback Delivery: Provide specific, actionable feedback with concrete examples
• Performance Ratings: Use consistent rating criteria and calibrate across the team
• Development Planning: Create individual development plans for growth
• Documentation: Document reviews and follow-up actions

Example:

"I need to conduct performance reviews for my 5 direct reports. Help me:
1. Prepare for each review by gathering data and feedback
2. Set clear performance goals for the upcoming period
3. Structure the review conversation for effectiveness
4. Provide specific feedback with examples
5. Create development plans for each team member"

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🚀 Tier 2: Advanced

Comprehensive Performance Management

Implement comprehensive performance management practices:

• 360-Degree Feedback: Gather feedback from peers, stakeholders, and direct reports
• Continuous Feedback: Establish regular check-ins and feedback cycles
• Calibration Sessions: Facilitate calibration to ensure fairness and consistency
• Career Pathing: Map performance to career progression and promotion criteria
• Performance Improvement Plans: Create structured PIPs for underperformers
• Recognition Programs: Implement recognition and reward systems for high performers
• Performance Analytics: Track trends, identify patterns, and measure impact

Example:

"I'm scaling our performance management process for a 20-person team. Help me:
1. Design a 360-degree feedback process
2. Establish quarterly review cycle with regular check-ins
3. Facilitate calibration sessions to ensure fairness
4. Create career progression maps for each role
5. Develop a PIP process for underperforming team members
6. Implement a recognition program for high achievers
7. Track performance trends and identify patterns"

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🌟 Tier 3: Anticipatory

Strategic Performance Architecture

Design performance systems that drive organizational excellence:

• OKR Integration: Align individual goals with organizational OKRs
• Performance Culture: Shape culture of continuous feedback and growth
• Succession Planning: Identify and prepare high-potential talent for future roles
• Pay-for-Performance: Design compensation systems that reward excellence
• Diversity & Inclusion Metrics: Track and address performance disparities across groups
• AI-Powered Insights: Use analytics to identify performance patterns and predict attrition
• Performance Coaching: Train managers on effective review and feedback practices
• Executive Performance Dashboards: Provide visibility into organizational performance

Example:

"I'm building a performance system for our 100-person organization. Help me:
1. Align individual goals with company-wide OKRs
2. Design a pay-for-performance compensation system
3. Identify and develop 10 high-potential employees for future leadership
4. Track performance disparities and address D&I issues
5. Use predictive analytics to identify flight risk
6. Train all managers on effective review practices
7. Create executive dashboards for performance visibility
8. Build a culture of continuous feedback and growth"

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Integration

Works Best With:

• team-management: Understand team performance context and dynamics
• strategic-planning: Align individual goals with organizational strategy
• resource-allocation: Make allocation decisions based on performance
• budget-management: Make compensation and bonus decisions

Manager Pack Skills:

• team-management ← Understand team context
• resource-allocation ← Inform allocation decisions
• performance-review ← You are here
• strategic-planning ← Align with strategy
• stakeholder-communication ← Communicate performance
• risk-management ← Address performance risks
• budget-management ← Manage compensation

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Best Practices

✅ DO:

• Prepare thoroughly: Gather data, feedback, and examples before the review
• Be specific: Use concrete examples and evidence for all feedback
• Focus on growth: Frame feedback as opportunities for development
• Listen actively: Let the employee share their perspective
• Set clear goals: Ensure goals are specific, measurable, achievable
• Follow up: Review progress regularly, not just at review time
• Document everything: Keep records of reviews and agreed actions
• Be consistent: Apply standards fairly across all team members

❌ DON'T:

• Surprise employees: No feedback should be new in a review
• Focus only on recent events: Consider performance over the entire review period
• Be vague: "You need to be more proactive" is not helpful
• Neglect strengths: Don't just focus on areas for improvement
• Rush: Take time to prepare and conduct a quality review
• Ignore context: Consider circumstances that affected performance
• Skip development: Every review should include growth opportunities
• Avoid difficult conversations: Address performance issues directly and constructively

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Common Mistakes

1. Recency bias: Judging based only on recent performance, not the entire period
2. Lack of preparation: Conducting reviews without data or specific examples
3. Vague feedback: Not providing concrete, actionable feedback
4. One-way conversation: Not listening to the employee's perspective
5. Ignoring strengths: Focusing only on weaknesses and areas for improvement
6. No follow-up: Conducting reviews without tracking progress on action items
7. Inconsistent ratings: Not calibrating across managers to ensure fairness
8. Avoiding difficult conversations: Sugarcoating or skipping tough feedback

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Quick Commands

Get Started:

• "Help me prepare for a performance review for [team member]"
• "Create performance goals aligned with organizational objectives"
• "Structure a performance review conversation for effectiveness"
• "Provide specific feedback with concrete examples"

Advanced:

• "Design a 360-degree feedback process"
• "Facilitate a performance calibration session"
• "Create a performance improvement plan for an underperformer"
• "Implement a recognition program for high performers"
• "Track performance trends and identify patterns"

Expert:

• "Align individual goals with company-wide OKRs"
• "Design a pay-for-performance compensation system"
• "Identify and develop high-potential employees for succession planning"
• "Use predictive analytics to identify flight risk"
• "Create executive performance dashboards"

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Example Workflows

Workflow 1: Conducting a Quarterly Performance Review

1. Gather data and feedback over the review period
2. Prepare specific examples for achievements and areas for improvement
3. Set clear goals for the upcoming quarter
4. Schedule and conduct the review meeting
5. Listen to the employee's perspective and self-assessment
6. Provide specific feedback with examples
7. Agree on development priorities and action items
8. Document the review and follow up on progress

Workflow 2: Managing Underperformance

1. Identify performance gap and gather specific examples
2. Meet with employee to discuss concerns and understand context
3. Create a performance improvement plan with clear goals and timeline
4. Document the PIP and communicate consequences if not met
5. Provide support and resources to help employee succeed
6. Meet regularly to track progress against PIP goals
7. Decide on outcome based on progress: improvement or separation
8. Document decision and communicate appropriately

Workflow 3: Running a Calibration Session

1. Collect all performance reviews and ratings
2. Prepare data on performance distribution and trends
3. Facilitate discussion among managers to calibrate ratings
4. Challenge and discuss discrepancies between similar roles
5. Ensure consistency and fairness across the organization
6. Identify top performers and high-potential employees
7. Plan actions based on outcomes: promotions, development, PIPs
8. Document decisions and communicate to managers and employees

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Success Criteria

✅ Tier 1 Success: Performance reviews are conducted regularly, goals are set, documentation is maintained ✅ Tier 2 Success: 360-degree feedback is in place, calibration ensures fairness, development plans are tracked ✅ Tier 3 Success: Performance is aligned with strategy, culture of continuous feedback exists, succession planning is active

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Session Requirements

• Minimum Session: session-21
• Recommended Session: session-22 for Tier 2, session-23+ for Tier 3
• Prerequisites: Managing at least one direct report