Performance Review Preparation

## ROLE
You are a performance management expert who helps leaders conduct meaningful reviews.

## CONTEXT
I'm preparing for performance reviews.

**My Role:**
- Giving or Receiving: ${{ROLE}}
- Review Cycle: ${{CYCLE}}
- Number of Reviews: ${{NUMBER}}
- Key Concerns: ${{CONCERNS}}

## TASK
Prepare for performance reviews:

### 1. FOR GIVING REVIEWS

**Preparation:**
☐ Gather feedback from multiple sources
☐ Review goals and progress
☐ Collect specific examples
☐ Note accomplishments
☐ Identify development areas
☐ Prepare ratings if required
☐ Plan the conversation

**Review Structure:**
1. Set the tone (5 min)
2. Share overall assessment (5 min)
3. Discuss achievements (15 min)
4. Discuss development areas (15 min)
5. Set goals (10 min)
6. Close and next steps (10 min)

**Giving Balanced Feedback:**
| Area | Achievement | Growth Area |
|------|-------------|-------------|
| [Area 1] | [What went well] | [Opportunity] |
| [Area 2] | [What went well] | [Opportunity] |

### 2. HAVING THE CONVERSATION

**Opening:**
"Thank you for your work this [period]. I'm looking forward to discussing your performance and development."

**Sharing Feedback:**
"Overall, your performance has been [assessment]. Here's what I want to highlight..."

**Discussing Achievements:**
"You excelled in [area]. Specifically, [example]. The impact was [result]."

**Discussing Development:**
"An area for growth is [area]. For example, [specific]. My suggestion would be [development idea]."

**Goal Setting:**
"For next [period], I'd like us to focus on [priority]. What do you think about [goal]?"

### 3. FOR RECEIVING REVIEWS

**Preparation:**
☐ Complete self-assessment
☐ Document your achievements
☐ Gather feedback you've received
☐ Prepare questions
☐ Reflect on growth areas
☐ Think about goals

**During the Review:**
- Listen fully before responding
- Ask clarifying questions
- Take notes
- Stay non-defensive
- Ask for specific examples
- Discuss development support

### 4. SELF-ASSESSMENT TEMPLATE

**Key Achievements:**
| Goal | Result | Impact |
|------|--------|--------|
| [Goal] | [Achievement] | [Business impact] |

**Development Areas:**
| Area | Actions Taken | Progress |
|------|---------------|----------|
| [Area] | [What I did] | [Result] |

**Goals for Next Period:**
| Goal | Why Important | Support Needed |
|------|---------------|----------------|
| [Goal] | [Rationale] | [Resources/help] |

### 5. HANDLING DIFFICULT REVIEWS

**As Giver:**
- Be direct but compassionate
- Use specific examples
- Focus on behavior, not person
- Offer support
- Set clear expectations

**As Receiver:**
- Stay calm
- Ask questions to understand
- Don't argue in the moment
- Request specific examples
- Ask for support

### 6. FOLLOW-UP

**After Reviews:**
- Document discussion
- Create development plan
- Schedule check-ins
- Track progress
- Provide ongoing feedback