What should actually go into a performance review? 💬
Performance isn’t just about what someone does. It’s also about how they do it. Both matter.
On one side, performance reviews should look at outcomes. Goal achievement over the year, milestones reached, projects delivered, accuracy, speed and the quality of work produced. These are the tangible measures that help track contribution and progress.
But performance reviews also need to reflect behaviour. How does someone show up? Are they working in a way that supports teamwork? Do they demonstrate integrity, timeliness and strong customer focus? Are their behaviours aligned with the values of the organisation?
When reviews capture both results and behaviours, feedback becomes more meaningful. It supports development, reinforces what good looks like, and helps people understand how their contribution fits into the wider environment.
If you’re reviewing your performance framework or want support designing reviews that are fair, balanced and fit for purpose, DM me anytime. I’m always happy to help. 😊
✉️ lisa@peopleassociates.nz
📞 027 573 5483
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