Work with your direct report to identify five to eight people who’d be able to provide input. Then fire off emails (bcc’ing everyone) asking three simple questions:

1. What are 2-3 things [Name] should start doing? Why?

2. What are 2-3 things [Name] should continue doing? Why?

3. What are 2-3 things [Name] should stop doing? Why?
   

In parallel, ask your direct report to complete a self review by answering the following three questions:

1. What were your top five accomplishments in this cycle?

2. What 2-3 areas do you want to focus on developing over the next cycle?

3. What are your goals for your career over the next two years?

While you’re waiting for the feedback, start crystalizing your opinion on how your report performed. Think through the following:

1. What did they do well?

2. What is keeping them back?

3. What are the one or two most critical development areas for them to focus on over the next cycle?

Taking the input of their peers, their self assessment, and your own assessment of your direct report, begin to fill in the template. Be as specific as possible and add examples or data where relevant.

Now that the template is filled in, it’s time to share your feedback with your direct report. Schedule some time where you can review it together, send the content ahead of time, and be prepared to have a constructive conversation that will help your team thrive.

These steps were summarized from Lenny’s original blog post The Power of Performance Reviews: Use This System to Become a Better Manager.