Performance Reviews

The periodic, formal look back — distinct from the ongoing 1:1 cadence under Managing.

Try It
1

Quarterly & EOY Reviews

Checks progress against the Performance and Professional Development goals set in Goal Setting — Quarterly as a lighter checkpoint, End of Year as the comprehensive one.

Templates pending. This section is a placeholder until the real Quarterly and EOY Review templates are added — worth doing properly with the actual format rather than a generic review form standing in for it.

2

360 Feedback: Stop, Start, Continue

Most 360 forms fail by asking for too much — numeric ratings across a dozen competencies that take twenty minutes to fill out and say nothing specific. Three prompts get more honest, more usable answers than twelve scored questions do.

1

Stop — what's one thing this person should stop doing, or do less of? A recent, specific example beats a general trait.

2

Start — what's one thing they should start doing that they aren't right now?

3

Continue — what's one thing they're already doing well that you'd hate to see them stop?

Running It

1

Pick 5-8 reviewers — a real mix: the manager, a couple of peers, a direct report if they have any, and at least one cross-functional partner. Not just people likely to say nice things.

2

Collect it anonymously — people self-censor the moment a comment can be traced back to them, especially on Stop.

3

Synthesize before sharing — someone other than the subject groups the raw answers into themes and strips identifying detail, so feedback reads as a pattern across several people, not one callout.

4

Deliver it with the EOY review — not quarterly. A 360 is heavier than this cadence can absorb more than once a year without reviewer fatigue setting in.

Watch-out

Nothing in a formal review should be the first time someone's hearing it. If a Stop item or a missed goal comes as a surprise here, that's a failure of the ongoing 1:1 cadence under Managing, not something the review itself is supposed to fix.

Try It

Paste this into ChatGPT, Claude, or whatever AI tool you use:

I'm running a Stop/Start/Continue 360 for someone on my team. Help me turn raw, anonymous reviewer comments into a synthesized summary: group similar comments into themes under Stop, Start, and Continue, strip anything that would identify who said it, and flag any theme that only one person raised versus one that showed up across several reviewers.