EMPLOYEE’S GUIDELINES: GETTING THE MOST
OUT OF YOUR EMPLOYEE DEVELOPMENT
REVIEW
Owning the responsibility for your development and career…
although ideally these should be addressed as they
occur.
At Banijay, our purpose is to be the best global
production powerhouse, with a mission to be the HOW DO I PREPARE FOR THE
home of creative innovation and inspiration.
REVIEW MEETING?
Our employees are our talent and our aim is to
nurture creativity, celebrate individual style and The Employee Review will be considerably more
diverse ideas. We encourage all employees to be successful if you and your manager parties take
brave, to push their boundaries and embrace a time to prepare. You can prepare by spending
collaborative environment where respect and trust time to:
are key.
• Refresh your memory of the past year what you
It is in our human nature to want to know how we worked on across the year, your achievements,
are performing, how we can develop and what was difficult and why. You may want to jot
progress towards our career ambitions. Most of down the points you want to raise and discuss
us will receive valuable feedback on everyday during the review meeting, as well as specific
tasks and how our individual efforts contribute to areas you would like feedback on from your
the team and overall company goals, however in manager.
our fast moving environment it is rare to take a
moment to truly think through and map out the • Re-read your last year’s review to see how far
stepping stones towards our career goals. you’ve progressed against your last year’s
objectives and development goals.
These guidelines aim to help you clarify the • Familiarise yourself with the Employee
purpose of the annual ‘Employee Development Development Review form as this will provide a
Review’ and the ‘Employee Mid-Year Review’ clear structure, framework and guide for your
(at the 6-month point) to prepare you so that you review conversation.
can get the best out of your Employee
• Allow for 90 mins for the review meeting in your
Development Review experience.
diary.
WHAT WILL HAPPEN IN THE REVIEW
MEETING?
WHY DO WE HAVE EMPLOYEE
REVIEWS? During the review you will have the opportunity to:
Within the Company, we value our talented • Reflect on what you have achieved over the past
colleagues. We therefore want to invest in their 12 months
career and skill development and help boost their • Receive feedback from your manager
future performance, contribution and success
potential. The employee review provides for an • Talk about your career aspirations
uninterrupted time to co-reflect on your successes, • Set meaningful goals to help you meet your
challenges, aspirations, learning needs and aspirations
performance gaps. It is also a time to agree a • Agree specific work objectives and clarify your
development plan to help you increase self- manager’s expectations of you
awareness, develop and realise your full potential.
The review also gives a valuable opportunity to • Agree what support and development you need
from your manager and the Company
address any concerns which were left unresolved,
• Raise questions, concerns or other issues • How do I feel about my relationship with my
which are important to you. manager? Is there anything I’d like to suggest
We highly recommend that you approach the could be improved e.g. style of communication,
review with an open mind and willingness to take responsiveness, more time, more feedback,
feedback and your manager’s perspective on (less) closer management etc.
board.
• How do I respond to feedback? What actions
NB. You are responsible for ‘owning’ and or changes have I made as result of feedback?
driving your review and actions arising from it.
• How successful have I been as a leader?
What evidence do I have?
THE REVIEW MEETING
Feedback from manager and others
The performance module in Workday
should be used to provide a simple and Your manager will give you feedback on your
clear structure for setting goals and review performance and behaviour against his/her
conversation. Below are some of the expectations, and will also let you know of the
questions you may want to consider when feedback he/she received about you from
preparing for the review so that you get the various sources. He/she may also ask you for
most benefit out of your Review - please feedback on their management and
bear in mind that not all questions will be communication style, including any
relevant to your circumstances, so pick improvement suggestions you may have.
and choose those that most closely match
your situation.
MY ASPIRATIONS
How would I like to see my career develop
MY KEY REFLECTIONS in the next 12 months?
What went well against your previous • What are my career interests and ambitions for the
objectives? What didn’t go so well and 12 months? Why? What does success mean to
why? me?
• How has my job evolved over the past year? • What do I truly enjoy about my role?
• How would I describe my performance and • What are my main strengths, skills and talents and
contribution during last year? how can I play more to them? Are there any projects
that I would like to get involved in?
• What achievements am I particularly proud of and
why? • How can I further develop my networks internally
and externally?
• How have I coped under times of high pressure
or stress? What have I learnt from the experience? • Thinking about our company values, how will
these inspire your development and
• What didn’t go so well and why? How could I have aspirations? Do you see yourself as a role
approached things in a different way? model in one or more of the values? How do
our values inspire you in achieving your
• How do I rate my working relationships with my aspirations?
team and key contacts? Is there room to improve?
• How do I find managing my team/individual team
members? What were some of the challenges I AGREED OBJECTIVES
encountered? Any lessons learnt?
What work objectives will I focus on in the
next 12 months?
What support would I need from my
• What are the key priorities for my role in the next manager and the Company to achieve my
12 months? goals and objectives?
• How do these tie in with my team’s and company • What support would I want/need from my
objectives for the next 12 months? manager to help me achieve my goals?
• How will I achieve them? What support or • What skills or knowledge gaps do I have? What
resources do I need? personal development needs do I have? How
• What are the Company/division’s main priorities? could this be addressed?
How can I use my strengths or expertise to
contribute to its success?
OTHER SUPPORT
• What do I need to do more/less/differently to
make me more successful in my role? As recommended by manager:
• How will I know I achieved my objectives? There are a number of ways support in
development can be achieved, for example:
When defining your objectives, it helps to be very
specific in what you want to achieve, how and by • On the job development e.g. info gathering,
when. We call this SMART. networking, project work, extra responsibilities
• Structured training e.g. soft skills, IT, technical or
professional skills training
SMART = Specific, Measurable, Actionable,
Realistic, Time-bound • Management training
• Specific: Be very clear about what you • Professional study support
want to achieve. Describe what will be
different or better when you have • Mentoring (become a mentor/have a mentor)
achieved this.
• Leadership Programmes
• Measurable: How can you measure if
something has changed or been • Cross-department/Group working e.g. projects
achieved? You could link a so called
Key Performance Indicator (KPI) to • Internal Masterclasses & outside
your objective which makes it tangible. seminars/workshops
For instance, an increase in Sales or a
positive Engagement rating from the
people of your team. Other Discussion Points
• Actionable: Describe some specific
activities that to get results. What will • Are there any other issues, questions or concerns
you do? I’d like to raise at the review?
• Realistic: It is good to be ambitious, yet • Do I have any suggestions or recommendations
keep your objectives manageable. e.g. how to improve our working environment, how
Make sure these are things you will I and/or a team or department could be more
actually be able to do and succeed in. effective. This is preferable done in Workday.
• Time-bound: Put in a date when you
want to see results.
• Raise questions, concerns or other issues
which are important to you.
SUPPORT
*** If you have any questions or would like additional advice/support before or after the Employee
Development Review, please get in touch with your HR contact ***
