Preparing Performance Reviews - HOF 2025

November 24, 2025

Read time

2 min

AI-Generated Summary

Published Dec 21, 2025

Key Takeaways

✓Data Collection Sources: Gather performance data from job descriptions, objective metrics, critical incidents, behavioral observations, and self-appraisals to build comprehensive evidence for evaluations rather than relying on memory.
✓SEER Writing Technique: Structure review comments using Summarize, Elaborate, Example, Restate format in four sentences, or use SUM-X method with two sentences for concise, defensible performance documentation.
✓Bell Curve Distribution: Evaluate team members on a distribution curve where most fall in the middle, avoiding the trap of rating everyone equally which demotivates top performers and fails to address poor performance.
✓Strategic Break Process: Complete review drafts, then take a weekend break before final review to ensure core messages are clear, data supports conclusions, and no spelling or grammar errors exist.

What It Covers

Manager Tools breaks down performance review preparation into three steps: collecting data from five sources, evaluating that data objectively, and writing effective reviews using structured techniques.

Key Questions Answered

•Data Collection Sources: Gather performance data from job descriptions, objective metrics, critical incidents, behavioral observations, and self-appraisals to build comprehensive evidence for evaluations rather than relying on memory.
•SEER Writing Technique: Structure review comments using Summarize, Elaborate, Example, Restate format in four sentences, or use SUM-X method with two sentences for concise, defensible performance documentation.
•Bell Curve Distribution: Evaluate team members on a distribution curve where most fall in the middle, avoiding the trap of rating everyone equally which demotivates top performers and fails to address poor performance.
•Strategic Break Process: Complete review drafts, then take a weekend break before final review to ensure core messages are clear, data supports conclusions, and no spelling or grammar errors exist.

Notable Moment

Mark reveals that performance reviews were virtually nonexistent before World War Two, originally created by military for rapid chain-of-command changes, then adapted by corporations after Peter Drucker introduced management by objectives.

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