Performance reviews without guesswork
How to replace impressions with clear criteria and use the result in the IDP.
Published on 5 min read
When a review depends on perception it creates conflict and loses credibility. Three points help change that.
Clear criteria
Define technical and behavioural competencies tied to the company's goals. Everyone needs to know what will be assessed.
Prepared leaders
Whoever reviews needs to know how to lead the conversation and give constructive feedback without turning the meeting into an argument.
From result to IDP
The Individual Development Plan is the practical follow-through of the review: goals, deadlines and actions such as courses, reading and internal mentoring, with regular check-ins from the manager.
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