Part 1
Set goals early
- Agree a small number of measurable goals at the start of the cycle.
- Tie each goal to a team or company outcome so it is clear why it matters.
- Revisit goals mid-year and change them when priorities change.
Part 2
Gather balanced input
- Combine a self-review with the manager review.
- Add peer or stakeholder feedback where the work crosses teams.
- Base comments on specific examples, not impressions of the last few weeks.
Part 3
Rate consistently
Use a rating scale with written definitions for each level, and calibrate across managers so that the same performance gets a similar rating in different teams.
Part 4
Hold a good conversation
- Share the outcome in a private one-to-one, not by email alone.
- Lead with strengths, be specific about gaps, and agree on next steps.
- Link the result to development plans, promotions, and pay revisions transparently.
Part 5
Close the loop
Record outcomes, let employees acknowledge them, and offer a route to raise concerns. An appraisal that ends in a conversation and a plan builds more trust than a perfect form.