<aside> 💡 This bi-annual check-in is an opportunity to acknowledge your progress, identify strengths and pinpoint areas for growth, before setting longer-term development goals spanning six to 12 months.
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This review is dedicated to your development. It allows you to step back from day-to-day discussions about your performance and take a longer view of your professional journey by assessing your progression in the skills and behaviours of your role — something you can’t do over a short period of time.
It also informs your salary, by mapping your skills and behaviours in your role to your level in your role (and thus your salary band.)
🏔️ Align with your manager on how you've progressed in your role
👣 Set next steps in your professional development
💰 Ensure pay reflects your skills and behaviours in the role (more on this)
<aside> 💡 HR and Learning literature suggests that on-the-job learning is the most effective method for professional development and this check-in is a chance to observe how your skills and behaviours have evolved over time in your role.
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<aside> 📌 Like other parts of the performance cycle, the development review ⇒ Lattice form + 1:1
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The process is straightforward:
<aside> 💡 According to Gallup, only 1 in 3 employees strongly agree that they have the opportunity to do what they do best every day. Yet, people who use their strengths every day are 6x more likely to be engaged, 8% more productive, and 15% less likely to quit their jobs. In companies where people have a chance each day to do what they do best or demonstrate their strengths, productivity is 1.5x greater.
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