It’s that time of the quarter to do our performance reviews. We try to make them very simple and focused using a methodology from Patrick Lencioni. Everyone in my company has to answer the following four questions personally as well as for their direct reports:
- What did you accomplish?
- What will you accomplish next?
- How can you improve?
- How are you following the values?
Employees then provide anonymous feedback about how their manager can improve to our HR manager. I feel that doing reviews quarterly, and not tying them to compensation discussions, makes for better communication that flows in a more timely manner.
David Cummings on Startups 
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