Evidence, not impressions
For each expectation area, list 2-3 concrete examples from the review period. If you can't cite a specific artifact, project, or moment, you're writing from memory bias.
Calibrate against level, not the team
- What does the career ladder say this level looks like?
- Where are they clearly at level? Above? Below?
- Where would you rate them if you'd never met them, only read the artifacts?
Two strengths, one growth area
Every review lands on the same shape: two things to keep doing, one thing to change. More than that and none of it sticks.
The forward look
What does the next six months look like if they lean into the strengths and close the growth area? Make the next chapter concrete enough to plan against.
Common pitfalls
- — Recency bias — over-weighting the last month.
- — Softening the growth area until it's unactionable.
- — Surprises. Nothing in a review should be new information.