Context Slice Performance Review Best Practices
Principles
- No surprises — Reviews confirm ongoing feedback, not reveal new issues
- Specific over vague — "Great job" means nothing; examples mean everything
- Forward-looking — Focus on development, not just evaluation
- Fair and balanced — Everyone has strengths and growth areas
- Actionable — Growth areas come with guidance
Structure
Manager Writing for Employee
SUMMARY
[2-3 sentences: overall assessment, key contribution, development theme]
ACCOMPLISHMENTS
- [What they did] + [Impact/outcome] + [Why it mattered]
- ...
STRENGTHS
- [Strength] — [specific example of it in action]
- ...
AREAS FOR GROWTH
- [Area] — [specific observation] — [suggestion for development]
- ...
GOALS FOR NEXT PERIOD
- [Goal] — [how success will be measured]
- ...Self-Assessment
ACCOMPLISHMENTS
- [What I did] + [quantified impact] + [what I learned]
- ...
CHALLENGES & LEARNINGS
- [What didn't go as planned] — [what I learned or changed]
- ...
GROWTH
- [Skills developed this period]
- [Feedback I incorporated]
- [Where I want to grow next]
GOALS
- [Specific, measurable goal for next period]
- ...Writing Good Feedback
Strengths
Vague:
Sarah is a great team player.
Specific:
Sarah consistently unblocks teammates—she spent 10+ hours this quarter pair-programming with junior engineers, and both shipped their first features ahead of schedule as a result.
Growth Areas
Unhelpful:
John needs to communicate better.
Actionable:
John would benefit from sharing project updates more proactively. Consider sending weekly async updates to stakeholders, or flagging blockers in standup before they become escalations.
Impact Statements
Use the What + So What formula:
- What: "Led migration to new payment provider"
- So What: "...reducing transaction failures by 60% and saving $50K/month in fees"
Rating Calibration
If your company uses ratings, anchor them:
| Rating | Meaning | Frequency |
|---|---|---|
| Exceeds | Impact significantly above expectations | ~15-20% |
| Meets | Delivered what was expected | ~70-75% |
| Below | Did not meet key expectations | ~10-15% |
"Meets expectations" is a good rating—it means the person is doing their job well.
Common Mistakes
Recency Bias
Looking only at recent performance, not the full period.
Fix: Review notes throughout the period before writing.
Halo/Horn Effect
One characteristic colors the whole review.
Fix: Use a structured rubric covering multiple dimensions.
Vague Growth Areas
"Could improve communication" — which communication? With whom?
Fix: Every growth area needs a specific example and suggestion.
Sandwich Feedback
Hiding critical feedback between praise makes it easy to miss.
Fix: Be direct. Separate sections make this easier.
Comparing to Others
"Not as strong as Alex" isn't useful feedback.
Fix: Evaluate against role expectations, not colleagues.
Difficult Feedback
When delivering tough feedback:
- Lead with care — "I want to help you succeed, which is why I'm being direct about this"
- Be specific — Vague criticism is harder to hear and act on
- Focus on behavior, not character — "The deliverable was late" not "You're unreliable"
- Offer a path forward — "Here's what I'd like to see..."
- Check understanding — "Does this resonate? What questions do you have?"
Self-Assessment Tips
Don't Undersell
If you did it, own it. "I led the project" not "The team shipped the project."
Quantify Impact
- Revenue/cost impact
- Time saved
- Quality improvements (fewer bugs, better NPS)
- People supported or developed
Acknowledge Challenges
Honest self-reflection shows maturity. "The launch slipped two weeks because I underestimated testing complexity. I've since started building in more buffer for QA cycles."
Ask for What You Need
Use the self-assessment to flag:
- Career goals and timeline
- Skills you want to develop
- Support or resources needed
- Feedback you want from your manager