Learning objectives :

• Prepare the key elements of a performance review to turn it into a meaningful opportunity for engagement
• Provide meaningful feedback and suggest concrete development actions
• Conducting the interview with the right attitude, even in difficult situations
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Course :

Session 1: Preparation
A well-prepared performance review makes all the difference. Participants learn to prepare using two complementary tools: the managerial intent (“This review will be a success if…”), to clarify what you really want to achieve from the conversation before even entering the room, and the “Vision of Success” chart, which establishes a shared vision of the role, objectives, and expected competencies to serve as a guiding principle throughout the interview.

Case Study : Prepare a performance review by articulating your managerial intent and developing a vision of success for an employee across three dimensions: role, objectives, and skills.

Session 2: Analyzing the Past
The review is an opportunity to look back, but with a view to moving forward. Participants develop a framework for providing impactful feedback and a method for incorporating peer feedback into their preparation. The goal: to move from evaluating the past to defining concrete and actionable development steps.

Case Study : Formulate practical development actions based on a performance review, so that the employee leaves with clear and actionable commitments.

Session 3: Conducting the Performance Review
The groundwork has been laid; now it’s time to steer the conversation. Participants learn how to craft a clear, forward-looking message rather than an exhaustive one rooted in the past, and practice handling the most challenging scenarios: underperformance, high-potential employees, and glass ceilings.

Case Study : Practice your interview script with a colleague using a real-life scenario, focusing on how to clearly convey a message to an employee whose performance is not meeting expectations and who is likely to take it the wrong way.