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Mid-year performance review guide: 3-way feedback templates for HR teams
A downward review written from memory leaves employees without a voice and HR without evidence that holds up at calibration. This guide gives you a fairer, better-documented way to run the cycle.
A downward review written from memory alone leaves employees without a voice, and HR without evidence that holds up at calibration. Structured self and upward reviews add real evidence, reducing recency bias and surfacing manager effectiveness issues before they show up in attrition data. A shared rating scale, backed by specific evidence for every rating, cuts inflation and lowers pay-equity risk across every manager, not just the ones who write well.
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