The performance review conversation is an opportunity for an employee to ask “How did I do?” Performance reviews are two-way conversations with written documentation that focuses on employee performance. Performance evaluations focus on areas of excellence, goals for improvement, and development needs.
How do I do a performance review conversation?
1.    Assess successes and opportunities. You can’t just walk into a performance review meeting and wing it. …
2.    • Analyze the outcome. …
3.    • Identify actions you want her to repeat. …
4.    • Identify actions you see as opportunities. …
5.    Hold the conversation. This is your employee’s meeting. …
6.    • Ask and listen. …
7.    • Add your feedback. …
8.    Align with new goals. Now that you’ve agreed on the assessment of her performance, it’s time to look forward. It’s a chance to set new goals based on company objectives and her desired areas of growth.
9.    Where should she focus her energies to achieve business objectives for the next year (or quarter)? Where does she want to grow and develop herself? You should leave with three to five S.M.A.R.T goals for the upcoming year (or quarter).
10.    You’ll know if you’ve been successful if your employee does most of the talking. It’s her meeting, about her work, and her success is your success.

Conversation Resources
•    Reflect on your 2022 Business Goals (Leader’s view here)
•    Reflect on your 2022 Development Goals (Leader’s view here)
1.    Question:  As we approach the end of 2022, what have you learned about yourself and your work? What is having the greatest impact on you, your customers, and/or our business?
Employee Response:
2.    Question: As we think about the remainder of 2022, what are your priorities? What might be getting in the way of your priorities? How could I or others help you?
Employee Response:
3.    Question: What do you need to be able to do your best work?
Employee Response:
4.    Question: What progress/wins are you excited to share?
Employee Response: