Reesby Academy · HR & Recruitment
Performance Review Basics
Run performance reviews that are fair, regular and useful.
About this course
A performance review should be a useful conversation, not a surprise at the end of the year. This course shows you how to treat reviews as an ongoing process, set clear expectations, gather balanced evidence, run a structured review meeting and document it fairly. It's general information only, so check your organisation's performance policy and seek HR or legal advice for formal performance matters.
What you will be able to do
- You'll be able to treat performance reviews as a continuing conversation, not a once-a-year event
- You'll be able to set clear, agreed expectations that people can actually measure
- You'll be able to gather balanced evidence from several sources before a review
- You'll be able to structure a review meeting and document it fairly
Course outline
- Reviews as a Continuing Conversation6 min · Lesson notes, example, action task · 2-question quizThe best reviews are the result of regular, informal conversations throughout the year. The formal review then summarises what has already been discussed, so nothing comes as a surprise.
- Setting Clear Expectations8 min · Lesson notes, example, action task · 2-question quizA performance review is only fair if the expectations were clear from the start. Agreed, measurable goals and standards let both people see what success looks like.
- Gathering Balanced Evidence8 min · Lesson notes, example, action task · 2-question quizA fair review draws on several sources and a range of examples across the period. Evidence should be specific, relevant and balanced, not based on the last few weeks or a single incident.
- Structuring the Review Meeting8 min · Lesson notes, example, action task · 2-question quizA structured meeting keeps the conversation focused and fair. A clear agenda, two-way discussion and agreed next steps make the review useful for both people.
- Documenting Fairly8 min · Lesson notes, example, action task · 2-question quizGood documentation records what was discussed, agreed and planned, in plain and factual language. It protects both people and gives a clear basis for future conversations.
- Tools you'll need6 min · Lesson notes, example, action task · 2-question quizPerformance reviews can run on simple documents and calendars. Free tools cover small teams, and HR platforms help when performance processes need consistency across many people.
- Careers & next steps6 min · Lesson notes, example, action task · 2-question quizPerformance management skills are used in HR, people leadership and learning roles. This lesson sets out typical paths and how to check what the work is worth.
- Final quiz and certificate10 questions, pass mark 8 of 10. Pass to get your Reesby Academy certificate with a verification link.