The assistant gathers what a person achieved, what colleagues said and how they compare with their goals, so the manager can write a fair review in less time.
The assistant does the gathering. The manager does the judging.
Got it. I will gather his goals, results and feedback into clear notes.
First, it learns how you review.
Your headings, your rating scale and your tone.
What was agreed at the start of the year.
Then it collects the whole year.
Goals, results and examples from the year.
From colleagues, in their own words.
The same questions for everyone.
To Manager, Daniel Koh's review
The review meeting is in the calendar.Finally, it prepares the notes.
Strengths first, then one area to grow.
The manager rewrites anything they wish.
Next year starts with this year's notes.
The manager writes and owns every review. The assistant only prepares the notes.
Clear notes for each person, built from the whole year.
Each review takes an evening, and you still forget things from the spring.
One standard, so every person gets a fair review.
Some managers write long reviews and some write three lines.
A review based on what really happened.
You never know what your manager remembers.
A good start, so the first review is not a blank page.
You know your people, but putting it on paper is hard.
Managers start each review from nothing
Managers start with clear notes
Reviews depend on what the manager remembers
Reviews use the whole year
Feedback is hard to collect
Feedback arrives in one place
Some people are judged more kindly
One fair standard for everyone
“I used to dread review season. Now I read the notes, add my thoughts and finish each review in half the time.”
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