Walk through the employee's full year of contributions, highlighting major accomplishments, successful projects, exceeded targets, and any awards or recognition received. Celebrate their wins comprehensively.

Compare the employee's actual results against each annual goal established at the beginning of the year. Discuss what went well, what fell short, and the factors that influenced each outcome.

Reflect on the most significant challenges the employee encountered during the year, how they responded, what they learned, and how those experiences have contributed to their professional growth.

Ask the employee to share their personal reflections on the year, including what they are most proud of, their biggest learning moments, and how they feel about their overall growth and contribution.

If multi-rater feedback was collected, walk through the key themes together, discussing areas of strength that peers recognized and development areas that emerged from the feedback.

Share the employee's formal performance rating for the year, explaining the criteria used, how their performance compared to expectations, and specific examples that supported the rating decision.

If compensation decisions have been finalized, share the details of any merit increase, annual bonus, or equity refresh. Explain how the amounts were determined and how they relate to the employee's performance.

Recognize the employee's contributions beyond measurable outputs, such as mentoring colleagues, improving team culture, volunteering for committees, or embodying company values in their daily interactions.

If the employee expresses concerns about their compensation or believes they are below market, listen attentively, acknowledge their perspective, and explain what steps can be taken, whether immediate or during the next review cycle.

Share the company's and team's strategic direction for the coming year so the employee understands the broader context in which their individual goals should be framed and can align their efforts accordingly.

Work together to identify three to five major goals for the new year that balance business needs with the employee's career interests and development aspirations. Keep them ambitious but achievable.

Discuss specific projects, initiatives, or cross-functional opportunities in the coming year where the employee can take on increased responsibility, gain new skills, or increase their visibility within the organization.

For each preliminary goal, establish clear success metrics, interim milestones, and check-in points to ensure progress can be measured and course-corrected throughout the year.

Balance the employee's desired focus areas with the team's needs and capacity, ensuring their goals contribute to team objectives while also providing personal fulfillment and growth.

Assess how well the employee executed their individual development plan over the past year, which skills they built, what training they completed, and what remains unfinished or needs to carry over.

Revisit the employee's long-term career aspirations, noting any changes in direction or new interests that have emerged. Discuss realistic career paths within the organization that align with their evolving goals.

Collaboratively build a new IDP that includes specific skill-building activities, training programs, mentorship goals, stretch assignments, and a timeline for each development activity over the coming year.

If the employee is approaching promotion readiness, have an honest conversation about the specific competencies, experiences, and demonstrations needed. If promotion is further out, outline the journey and key milestones.

Explore opportunities for the employee to participate in leadership development programs, rotation programs, internal mobility openings, or special committees that would broaden their experience and network.

Ask the employee to rate their overall satisfaction across key dimensions: role fulfillment, compensation, growth, management, culture, and work-life balance. Use this as a comprehensive annual engagement pulse check.

Understand the specific factors that drive the employee's engagement and commitment, so you can reinforce those elements and create more of what energizes them in the coming year.

Ask the employee about any worries or uncertainties they have about the coming year, whether related to organizational changes, team dynamics, their role, or external factors, and discuss how to navigate them together.

Close the meeting by sincerely thanking the employee for their work over the past year. Be specific about the impact they have made and express your confidence in what they will accomplish in the year ahead.