Context & Challenge
Annual performance reviews were inconsistent, variably applied, and often lacked meaningful feedback. Managers expressed uncertainty about expectations, and employees struggled to understand how performance tied to goals or development opportunities. Leadership needed a more reliable, transparent, and effective process.

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Approach
I led a full redesign of the company’s annual performance review lifecycle. My approach focused on clarity, equity, and accountability.

Key elements included:

• Mapping the full year-round performance management cycle
   

• Establishing clear standards for goal-setting, documentation, and feedback
   

• Designing manager guidelines, templates, and communication frameworks
   

• Training leaders on writing strong, actionable reviews
   

• Partnering with HR and executives to ensure alignment with compensation, development, and culture goals
   

I also built a communication plan that made the process easier to navigate and improved manager confidence.

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Results & Impact
Following the overhaul, the company saw a 40% increase in written reviews that were strong, complete, and effective. Managers reported greater consistency and clarity, and employees experienced more meaningful conversations about growth and expectations. The revamped process helped strengthen organizational fairness and improved the employee experience.

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Why It Matters
Annual Review Cycles are vital to employee engagement and retention, but they are also a nuanced and often difficult responsability that must be taken seriously. This project highlights my ability to elevate talent practices by transforming unclear processes into structured, high-impact systems that reinforce culture, accountability, and development.