Regular review conversations are a key way that you can support your team members. Whether you are having a conversation around an employee lifecycle event (e.g. ending probation) or about their growth and development you want to ensure that you have thought through the process so that it works for your organisation.
We’ll walk you through the potential impact of reviews, the right questions to ask yourself when planning a review process and then how this can be configured and rolled out using Charlie. We’ve also thrown in some best practice tips too!
Planning a development review process
To design a process which will grow your people, and that works for your organisation, you will need to establish:
Purpose - What is the outcome of these development reviews? What are the expectations that your team can have of you and what expectations do you have of them?
Agenda - what are the types of questions that you want your team to have conversations around? Do you have some structure/standards within your company that conversations could be linked to e.g. SMART goals, OKRs, company values, high performance behaviours, a progression framework?
Frequency - How often do you expect these review conversations to take place? Think about the timeframes which matter to your business - if you have very short-term focuses does it make sense to have bi-annual reviews?
The follow up - How are you going to ensure this process continues to improve? How will you collect feedback from your team?
We offer an HR Advice service that is able to give specialised support on figuring out a review process that can work for your organisation through your own dedicated HR specialist - you can book a call with Jess to find out more.
In Charlie’s new Reviews feature, we've created a few templates to cover different development agendas:
Goal checking in
General feedback - stop/start/continue
Review process examples:
Given your decisions on agenda and frequency you can create a clear plan for the development conversations you want to take place within your organisation. The below takes the review templates available within Charlie and plots them over 12 months with different organisational contexts in mind:
Starting out: When you are beginning the formal review process.
Establishing values: When you have just instituted company values/behaviours and are working to ensure they are embodied throughout your organisation.
Half-year goals: When you set goals at a half-yearly cadence.
Quarterly goals: When you set goals at a quarterly cadence.
NB. Alongside development reviews we also provide templates for probation and exit employee lifecycle events. With our probation template you will be able to give new joiners feedback on their progress and update them on your probation decision, and our exit interview template can be used to gain valuable insights from people who are leaving your company.
Conducting the review process using Charlie
Once Charlie’s new Reviews feature has launched we will follow up with a full set of help documents that will include the specifics of using Charlie to set up your process. Below are the high level steps you will need to take:
Introduce Charlie Reviews to your team and share your expectations
Create a review cycle - the period of time over which your reviews will be carried out - if you want to use your own questions you will first need to create your own template (don’t worry, this is super quick)
After the review cycle, reflect on what worked and what didn’t: did people feel like they were having valuable conversations? Did managers feel supported? To get a clear sense of how your team feels about their development, consider using the Charlie growth poll.