I may sound little old school here, but trust me, this works and I have done this in my current job. No tool with/without AI can beat the 1:1 interaction with the team. All you need is just an excel, to maintain a schedule of these meetings, outlook to send out the invites and word to maintain employee files. Just set aside 1-2 hrs per week for a small team and 5-6 hrs for bigger teams. During these interactions focus on the below points rather than just evaluating their performance. 1. Understand the person and background 2. Listen to their struggles and guide them with your experience 3. Appreciate their small wins 4. Take note of open items and do follow up in the next discussion 5. Show the human touch

A unique and highly effective technique for enhancing employee self-reflections in performance reviews is to implement structured journaling and self-assessment tools that prompt employees to quantify achievements, identify blockers, and set future goals while integrating real-time feedback cycles instead of relying solely on annual reviews. This approach empowers employees to track progress, fosters ownership, and creates a collaborative, growth-focused dialogue between staff and managers, driving both engagement and productivity.

Enhance self-reflection using tools such as guided templates that inspire employees to analyse particular accomplishments, problems, and opportunities for improvement. Use digital platforms, such as performance management software, to give organised feedback and monitor progress over time. Use goal-setting frameworks, such as SMART criteria, to help align reflections with objectives. Encourage multimedia submissions, such as movies or presentations, to gain deeper insights. Integrate peer feedback to widen viewpoints. Clear standards and helpful tools guarantee that self-reflections are informative, actionable, and add value to performance appraisals.

For leaders, the key is preparation. This can include reviewing your team members' goals, performance metrics, and peer/stakeholder input. Performance review conversations can be stressful. Focus on making them feel comfortable so they are receptive and willing to discuss their performance, strengths, and weaknesses. Start the conversation by acknowledging the value of their contributions and highlighting strengths. It's essential to have specific examples of behaviour/actions. Avoid generalisations or subjective comments that can be misinterpreted. Open yourself to learning. Ask for feedback. Are there ways in which your leadership is impacting how they perform? Be curious about the working relationship and how you can best work together.

Regular 1:1s focused on goal progress are invaluable. When paired with consistent achievement updates in the company’s chosen tool and a well-defined Individual Development Plan (IDP), they can enrich performance conversations—aligning both organizational objectives and individual career growth for more meaningful overall development.