A poorly prepared performance review often leads to two similar scenarios: the employee focuses on justifying past actions, while the manager sticks to generalities about the future. By the end of the meeting, neither of them really knows what needs to change or how.

This guide outlines the steps to break out of this pattern: prepare thoroughly for the interview, craft a message focused on growth, and conclude by outlining specific next steps for both parties.

In this guide, you will find:

• The three keys to an effective performance review: a clear managerial intention before the interview, a message focused on the coming months rather than past mistakes, and a shared vision of what success looks like for the employee.
• Two steps for thoroughly preparing for the interview: a structure centered on key achievements, identified strengths, and two priority areas for development, supplemented by the COIN method for providing precise, factual, and constructive feedback
• Questions and guidelines for fostering an action-oriented discussion: clarify the impact of contributions, avoid vague language that leads to misunderstandings, and conclude with concrete next steps and a follow-up schedule

Download the guide and get started with the COIN method, three key preparation tips, and sample questions to help you conduct a structured interview.