Performance process overview

Subject: Employee Performance Process Overview

Dear {@employeename},

To ensure the company is moving in one strategy direction together, it is important to understand and participate in the performance process. The expectations and dates are outlined below:

1. Annual goals: Align your team and individual goals to the company goals shared at the town hall and in the last communication. Put your goals in [insert performance system/goal tracking instructions] by [enter date]. Be sure to establish clear and realistic performance expectations for your role. These expectations will align with our organizational goals and your professional growth. Also consider making SMART goals — Smart, Measurable, Achievable, Relevant, and Time-Bound.
2. Regular check-ins: It is important to meet with your leader regularly to discuss progress on projects and goals. Quarterly, be sure to check in with your manager and provide updates on the goals and make adjustments as needed. Twice a year, you will complete the performance review. You can access the performance review in the [insert performance system/instructions] and you will also receive a reminder email with a link to the review and deadline. Remember, feedback is not just twice a year but a continuous process. Throughout the year, conduct regular one-on-ones to discuss your progress, challenges, and accomplishments. These meetings provide an opportunity for open communication and ensure that you receive timely feedback.
3. Mid-year review: Approximately halfway through the performance cycle, we will conduct a formal mid-year review. This session allows us to assess your performance against established goals, identify any necessary adjustments, and address any concerns or questions you may have.
4. Performance evaluation: At the end of the year/performance cycle, we will conduct a comprehensive performance evaluation. This evaluation will consider your achievements, contributions, and adherence to performance expectations. Feedback will be provided to recognize strengths and highlight areas for growth.
5. Development opportunities: Based on your prior year’s performance evaluation, we collaboratively identify opportunities for your professional development with your leader. This may include training programs, mentorship, or specific skill-building activities to support your career goals.

Remember, this process is designed to be a constructive and collaborative journey. Your input and engagement are crucial to its success. If you have any questions or would like additional clarification, reach out to your leader.