Sample Performance Review Memo/Script

As you probably know, it’s time for me to review your performance for the year, to discuss it with you, and plan your development and goals for next year.  I know this is a “nervous” time for a lot of us. We all wonder “how did I do?”, and of course, “what kind of raise might I get?”

Before I talk more about what I’ll do, I think it’s good to review the basics.  First, there are three key “actors” in this effort, and I want you to understand the value of this process to each:

•	The Company – (Our company) needs regular assessments to guide their choices regarding talent and succession planning.  Top performers and those who are struggling usually get extra attention.  You have probably guessed that most managers would NOT do reviews were it not for the company’s insistence, so believe it or not, the company does this in part to protect YOU from a bad manager who would choose to never give you feedback.

•	Me – This benefits me because I get an opportunity to share with you how you’re doing.  I believe in feedback, and the more you get, I think the better you’ll perform.  If you perform better, frankly, I’m perceived as a better manager.  And, of course, I want my boss to give me some feedback too.

•	You – Despite all the bad press, not many people would want to skip the review, particularly if it meant skipping the compensation update.   I hope you agree it’s far better to know where you stand with me.   If you’re doing well, you’ll surely want to hear that, and if you’re not, it’s better to know that sooner too.

That’s another way of saying that I take this process very seriously, and I will be taking more time than a lot of other managers.  I have a responsibility to you AND the company to do this well.  I’m not going to rush, and yet I hope to be done early, so you don’t feel like I’m putting this off because it’s hard.  

I’d like you to understand what I’ll be doing.  I have begun to gather data about your year, reviewing your job description and performance, and revisiting previous goals.  I’ll be reviewing notes I have about your efforts and the projects you’ve worked on.  I’ll be comparing your performance to standards in the company, and efforts you and I agreed to.

While I’m working through all this, I’d like your help.  I would like you to do a self-appraisal, using the form attached, with the instructions I’ve provided. I want you to do it as if you had to evaluate yourself, filling in all the numerical rankings, and also giving examples.  You can add as much information as you’d like.  If you do include something additional, attach something to it telling me WHY you’re including it – what you want me to get out of it.

This is an opportunity for you to tell how good you are, and to remind me of things I may have forgotten.  As well, I’d like you to be appropriately critical in those areas where you can improve.  If you tell me you’re perfect, that makes the overall input less valuable to me.

I’d like you to return this to me by 				.  That gives you about two weeks.  I know that’s not a lot, but I have a lot less than that to spend on each one of you.

I look forward to considering your input in my evaluation.  We’ll start performance review meetings on or about 			.

Signed