Why regular performance reviews are important

It can sometimes feel hard to fit these meetings in when times are busy. However, conducting reviews on a regular schedule means a constant communication flow and reliable two way feedback collection. 

These meetings are a chance to have candid conversations and recognise good work, it is also the place to set expectation for future goals and aims. A good performance review process is designed to facilitate conversations between employees and their managers.

It’s important to keep a clear record of these conversations, so key conversation points and milestones are noted for future reference. 


When to run it 

A performance review can be whatever you want it to be - the cadence is entirely up to works best for you organisation. Many organisations are now pairing periodic formal reviewing while also having more informal catch ups to keep their finger on the pulse. We would recommend having quarterly formal reviews as well as informal chats.  

A slick process also means limiting the amount of admin and time consuming write ups. Charlie is the perfect place to keep a record of these conversations. 


This is a review is to look back at the last X period, and to set some goals going forward.  We'll go over how you are getting on in your role so far, what’s going well and what’s not. Then we’ll talk you through what we can do to help support you in your role. 

For this review:

Your manager will send you a calendar invite for the meeting. 

Before the meeting fill out your answers to your questions below.

Then during the meeting discuss the preparation notes and anything else that comes up

Prepare an action plan for of your next steps 

Your manager will write this action plan and anything else that came up, store them in the Summary notes section and then mark the review as complete.

Suggested questions for reviewees 

  • What are your goals for the next month/6 months/year? 
  • Do you feel like you have the tools you need to successfully do your job? If you don’t, what are the roadblocks that are keeping you from getting those tools and/or resources?
  • Do you feel like you and your team work well together? If not, what are the problems you are experiencing?
  • What is the accomplishment you are most proud of in the last 3 months/year?
  • What has your manager done to help you do your job better? Have they done anything to hinder your job performance? 
  • Are there any actionable areas of development that should be focused upon?
  • Do you have any concerns about the direction of the company? 

Suggested questions for reviewers

  • Please describe how how X has contributed to the company, their team and customers. Please make sure to provide examples 
  • What goals would you like X to have achieved by the next review?  
  • What are X’s strengths? Can you give an example of where they have displayed this?
  • What could X improve on? Can you give an example of where they could have done something differently
  • Are there any other concerns you have going forward? 

How to set this up in Charlie

You can find a step by step guide here. 

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