Performance Review
Cadence
- Quarterly: lightweight 1:1 check-in.
- Annual: formal review + comp adjustment.
360 feedback
- Self-assessment.
- Manager assessment.
- Peer feedback (2-3 cross-functional).
- Direct reports (if manager).
Criteria
| Dimension | What good looks like |
|---|
| Technical | Right tool, framework, depth |
| Impact | Bug catch rate, automation %, NPS |
| Collaboration | Cross-team work, mentorship |
| Communication | Clear bug report, status update |
| Growth | Learn new skill, share with team |
Feedback delivery (SBI)
- Situation — when.
- Behavior — what done.
- Impact — what happened.
Example: "Last sprint (S), you reported the critical login bug 2 days before release (B), allowing dev to fix in time and preventing production outage (I)."
Calibration session
- All managers compare ratings same band.
- Avoid grade inflation (everyone "exceeds").
- Forced ranking unhealthy — but anchor curve.
Documentation
- Write review 1 week before 1:1.
- Share draft 48h before, employee write reply.
- Save final in HRIS for record.
VN context
- Corporate (FPT, Viettel): formal yearly + KPI.
- Startup: lightweight quarterly OKR-based.
- Cultural: VN team accept hierarchy more, but young Gen Z expect transparency more.
Common mistakes
- Review only at year-end (12 months blind).
- Vague feedback ("good job").
- No follow-up action.
- Comp review separate from performance review → misaligned.