Mid Year Review

Timeline & What You Need to Communicate

Impact@ The Table Manager Timeline - Mid Year

This performance cycle you will need to communicate the following to your employee:

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<aside> <img src="data:image/svg+xml,%3csvg xmlns='http://www.w3.org/2000/svg' viewBox='0 0 24 24' stroke='black' fill='none' stroke-linecap='round' stroke-width='2' stroke-linejoin='round'%3e%3cpath stroke='none' d='M0 0h24v24H0z' fill='none'/%3e%3cpath d='M7 12l5 5l10 -10' /%3e%3cpath d='M2 12l5 5m5 -5l5 -5' /%3e%3c/svg%3e" alt="data:image/svg+xml,%3csvg xmlns='http://www.w3.org/2000/svg' viewBox='0 0 24 24' stroke='black' fill='none' stroke-linecap='round' stroke-width='2' stroke-linejoin='round'%3e%3cpath stroke='none' d='M0 0h24v24H0z' fill='none'/%3e%3cpath d='M7 12l5 5l10 -10' /%3e%3cpath d='M2 12l5 5m5 -5l5 -5' /%3e%3c/svg%3e" width="40px" /> IMPACT + CAREER & SKILL DEVELOPMENT

Look Back: Share three contributions that led to the greatest impact. Look Ahead: Share one area that would increase their impact even more.. Career & Skill Development : Identify what skills and experiences to accelerate growth and development in the next six months.

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Verbally* communicate their performance over the past 6 months on a 5-point scale from Challenging to Exceptional. See scale for more information.

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Equity, promotion or market adjustments will be communicated in a separate conversation from October 17- 28. See the suggested language to support those conversations.

*The rating will not be included when you share the written packet in Lattice.

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How to Prep for Your Conversation*

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Schedule a 60-minute Impact @ The Table conversation.

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Read through the guide below before your performance conversation. Preparation is key!

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Before you enter the conversation, write down what would make this a productive conversation for you and for them. What do you want them to feel, think and do as a result of this conversation? Knowing what you want them to get out of it helps you show up with greater focus and empathy.

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Preparation helps you be present. Even though you have a roadmap for the conversation, make sure you are comfortable improvising. Give your employee ample space and time to process, respond, and ask questions.

<aside> <img src="/icons/light-bulb_gray.svg" alt="/icons/light-bulb_gray.svg" width="40px" /> A best practice is to share your written performance review packet before you have the conversation - typically with just enough time for your direct report to read through it (3-4 hours before your actual conversation). That said, this very much depends on the content of the review and your employees’ preferences. If you’d like further guidance, reach out to hr@ or contact your HRBP.

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*This is for exceptional and solid/solid+ assessments only. For solid- and challenging ratings, see agenda here. For challenging ratings be sure to follow up with your HRBP to next steps.