Performance Review Cycle Launch

Performance cycle launched and tracked. Reviews completed by deadline. Calibration sessions held. Comp adjustments processed. Conversations scheduled.

Before you start

Approved review framework (annual, biannual, continuous)
Calibration framework documented
Review tool configured (Lattice, 15Five, CultureAmp, internal)
Employee roster and manager-report relationships
Review cycle dates and milestones
Goal data from prior cycle

The steps

Confirm cycle dates and stakeholders — Set: kickoff date, self-review deadline, peer-feedback deadline, manager-review deadline, calibration date, conversation deadline, comp adjustment timing. Communicate to all stakeholders.
Validate manager-report relationships in HRIS — Audit: every employee has a manager assigned. New hires (less than 90 days tenure) typically excluded from formal review. Terminated employees mid-cycle handled per policy.
Configure the review tool — Set up: review templates (IC vs manager, level-specific), goal data carryover, peer-feedback request flow, calibration view. Test the workflow end-to-end with a sample employee.
Send kickoff communication — All-hands message: cycle dates, expectations, link to review tool, FAQ. Manager-only follow-up: calibration framework, expectations on rating distribution, common pitfalls. Communication 2 weeks before kickoff allows mental prep.
Run training sessions — 30-minute manager training on: writing constructive feedback, calibration framework, having performance conversations. Don't assume managers know — many learn by doing the wrong thing.
Track completion and chase — Monitor: self-review completion, peer-feedback completion, manager-review completion. Send reminders 3 days before each deadline. Escalate to skip-level if managers miss deadlines.
Run calibration sessions — Calibration is the moment when ratings get pressure-tested across teams. Same-level employees should be rated comparably. 60-90 minutes per group. Decisions live: which ratings hold, which adjust.
Coordinate compensation adjustments — Post-calibration, adjust compensation per the documented merit matrix. Notify managers of approved comp changes. Conversations follow the comp decision, not before — managers should know what they're delivering.

If it goes wrong

Manager misses review deadline, employee in limbo

Skip-level reminder at T-3, escalation to skip-level manager at T+1. Don't tolerate missed deadlines — sets precedent.

Calibration produces inconsistent ratings post-meeting

Document calibration decisions live. If a manager pushes back after, refer to the documented decision. Calibration is the source of truth.

Performance conversation goes badly, employee surprised

Continuous feedback throughout the year prevents annual surprises. If review surprises, the year was the failure, not the conversation.

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