How to kickstart your performance review action plan
It’s been said that “an ounce of performance is worth a pound of promises.”
As professionals, feedback is important to us – we all want to know how well we are doing and where we can improve. But, it’s what we do with this feedback that truly matters – how we use it to optimise our performance, boost our productivity and ultimately, how we use it to foster career growth, skill development and increased job satisfaction.
As the end of the year approaches, many of us find ourselves preparing for our annual performance reviews. While this is an opportunity to look back at our achievements, it’s also a time to focus on the future.
For those who think of a performance review as a mere once-a-year task, it’s time to think again. Turning these sessions into constructive conversations is critical for aligning individual goals with organisational objectives.
A performance review action plan is your ticket to optimising your performance review. Designed to transform feedback into an actionable roadmap for success, it’s an essential strategy for anyone looking to grow, improve and solidify expectations post-performance review.
Join us as we explore how to kickstart your performance review action plan so you can hit the ground running in the new year and beyond.
Related: Tips for your performance review
A performance review provides a structured opportunity for open dialogue between an employee and their manager. It’s a chance to reflect on past performance, discuss achievements and identify areas for improvement.
All that said, have you ever left a performance review feeling uninspired? Perhaps without clear expectations? Or, have you felt frustrated by the lack of performance review follow-up?
You’re not alone.
According to Nicole Gorton, director at Robert Half and workplace expert, some professionals feel disenchanted by performance reviews.
“Ultimately, employees hope for progress and clear pathways for improvements off the back of their performance review.
Some businesses are better than others at facilitating this. After reviewing your performance, some employers may offer a performance plan to guide you to improve your work. However, if they don’t, it’s ultimately the responsibility of the individual to take charge and be proactive in development discussions,” she says.
“I can’t understate the importance of a performance review action plan in fostering continuous professional development. It’s an effective vehicle for identifying areas for improvement, developing key skills and achieving measurable goals. The right process, together with the right plan, will allow you to track your progress over time, consistently build on your strengths and address any performance gaps.”
Unsure where to begin?
Let’s take a look at the five tried and tested steps to kickstart your performance review action plan.
Following your performance review, take the time to thoroughly digest all of the provided feedback.
By affording yourself time for self-reflection, you’ll be in a better position to identify your strengths, weaknesses and opportunities for improvement.
Nicole says reflection is a key element of the performance review action plan.
She says, “Reflection helps you to gain a deeper understanding of where your strengths and weaknesses lie. This awareness will ensure you’re better prepared to meet future goals and create a more comprehensive plan for long-term success.”
If you’re unsure about any of the feedback you received, don’t be afraid to ask for it in writing. Asking the source to document it will add to the body of commentary you have on your work throughout the year and show that you’re serious about taking on feedback.
Remember, having clarity on all the details will help you navigate the wider process with confidence!
When it comes to creating goals, make them measurable.
Your performance review action plan should establish clear growth targets, enabling you and your manager to track your progress through specific metrics.
The SMART framework is particularly effective due to its ability to make your action plan more targeted and results-oriented. The framework is made up of five elements:
Specific – Clearly defined goals to eliminate ambiguity.
Measurable – Measurable criteria to track progress and promote accountability.
Achievable – Realistic goals that are attainable with your current resources and abilities.
Relevant – Practical goals that align with your role and career aspirations.
Time-bound – Clear deadlines to keep you on track and on target.
As an advocate of the SMART framework, Nicole says it goes a long way in making your performance review action plan impactful.
She says, “The SMART framework has been a game-changer not only for my clients but for myself. It’s ideal for setting structured goals that are meaningful, ensuring that your goals lead to tangible improvements. This framework creates a healthy dose of urgency to help you maintain momentum and achieve your objectives within a specific timeframe.”
Nicole believes the SMART framework is the key to a more comprehensive performance review follow-up.
She says, “Quantifiable objectives simplify the review process for both parties – managers can deliver clear directions so employees know what is expected of them. Improvement is at the centre of SMART goals, making it easier for everyone to strive for growth and measure success.”
Let’s take a look at some examples of SMART goals related to common performance areas:
Communication
Specific: Improve presentation skills to communicate ideas more effectively.
Measurable: Attend one public speaking course within the next quarter and deliver one monthly team pitch.
Achievable: Use learnings and techniques from the workshop to improve your delivery style.
Relevant: Stronger presentation skills will help you to better articulate your ideas to improve client buy-in.
Time-bound: Complete this goal by the end of the quarter and gain feedback from two colleagues after each pitch.
Productivity
Specific: Reduce time spent on emails to allow more time for other projects.
Measurable: Limit email checks to three periods during the day – 9 am, 12 pm and 3 pm. Aim to spend no more than 15 minutes in each session.
Achievable: Set up email filters and prioritise urgent messages to streamline inbox management.
Relevant: Efficient inbox management will allow for longer, smarter work periods.
Time-bound: Utilise this system for the next 3 months and commit to weekly ‘check-ins’ to review time savings and productivity gains.
Related: Read more on tips for career development
If you want to turn your performance review action plan into real-world progress, you need an actionable plan. The insights gleaned from your performance review can only be acted upon with specific steps, measurable milestones and real accountability.
Along with the SMART framework, Nicole suggests breaking your goals down into smaller steps.
She says, “The roadmap for growth is always less intimidating when it includes some bite-sized steps. Focus on turning your aspirations into concrete tasks – without a clear plan, these goals will remain vague intentions that make meaningful growth difficult.”
“Don’t just talk about your goals – achieve them! Be proactive and turn them into measurable steps that set you up for long-term success,” Nicole says.
Looking to break your goals down into smaller steps? Try our tips below:
Work backwards – start by clearly articulating your end goal to identify what steps are required to get there.
Identify key milestones – Consider these the checkpoints in the journey of your goal to help you gauge whether you’re on track.
Allocate tasks to each milestone – Identify specific tasks or actions that must be completed at each milestone.
Prioritise tasks – Remember, not all tasks are equal. Build momentum by focusing on the most impactful actions.
Set timelines and schedules - Assign deadlines to each milestone and task (don’t make things too rigid – flexibility is important).
Evaluate and adjust – Don’t be afraid to refine as you go! Regularly assess your progress and adjust your plan if required.
Organisation and scheduling is the key to keeping your goals in check. Nicole recommends leveraging to-do lists and project management apps to stay focused and accountable.
She says, “As someone who relies on to-do lists, I can’t recommend tracking tools enough! Some of my favourite digital tools include ThriveSparrow, Trello and Asana - they’ve all been huge assets in centralising the tracking and management of employee goals.”
When it comes to optimising your performance review action plan, open communication and regular feedback with your managers are non-negotiable.
Transparent, ongoing dialogue promotes guidance – the kind that will help you stay on track and tweak your plans if required.
Nicole believes open communication and ongoing feedback also help to foster a more comprehensive performance review follow-up.
She says, “Things like regular check-ins and progress reports will help you stay accountable and give you tangible results to discuss in your next performance review.”
“I strongly believe that communication (and a willingness to receive feedback) is the key to successful professional development. It keeps you aligned with company goals, promotes better support, builds strong partnerships and allows for timely course correction,” Nicole says.
Don’t be afraid to seek extra support - find a mentor or join a professional development group for additional advice, information and insights. After all, seeking help is a major strength – especially in the realm of personal development.
The hallmark of an effective performance review action plan is not the plan itself – it’s the subsequent process of consistent self-evaluation and progress tracking.
Nicole believes that although the plan is your roadmap, how you navigate it will determine your success.
“A performance review action plan is designed to foster growth and improvement. A critical part of that is tracking your progress and celebrating your successes along the way,” she says.
“Don’t get too caught up in the end result – take the time to reflect on your progress and acknowledge milestones (even the small ones). This will provide the motivation, momentum and insights required for sustained development.”
Building healthy habits around progress and success will ultimately help to reinforce a growth mindset. Founded on learning and improvement, this mindset is sure to serve you well in your career, helping you to navigate setbacks, cultivate optimism and build resilience.
If you want to get the most out of your performance review, a performance review action plan is essential. Turning feedback into an actionable roadmap for success, a performance review action plan is your ticket to future growth and development. Along with a dose of positivity and proactivity, you can prove to your employer that you take your goals (and their recommendations) seriously.
What is a performance review action plan?
A performance review action plan is an effective vehicle for identifying areas for improvement, developing key skills and achieving measurable goals. The right plan will allow you to track your progress over time, consistently build on your strengths and address any performance gaps.
How do I write a performance review action plan?
Writing an effective performance review centres around five key steps:
Step 1 – Review and reflect
Step 2 – Set SMART goals
Step 3 – Create an actionable plan
Step 4 – Seek support and feedback
Step 5 – Track progress and celebrate success
How do I implement a performance review action plan?
Prioritise your goals.
Create timelines for each step.
Break objectives down into small, manageable actions.
Track and monitor your progress.
Review your plan and adjust as needed.
Foster open communication and regular feedback with your managers.
Be proactive in seeking extra support and feedback to achieve your objectives.
What are some examples of performance review action plan goals?
Your performance review action plan goals must be measurable.
The SMART framework is particularly effective and is made up of five elements:
Specific
Measurable
Achievable
Relevant
Time-bound
