Be prepared for your Performance Review using IPECC


I had a group of over 5 people wanted to ensure that they will not be targeted as under performed in their yearly performance review or yearly appraisal. They came from 2 different companies and they had different company culture. One was results driven with clear extensive criteria on how employees in their different roles would be assessed. The other one had vague criteria such as customer satisfaction that was open to interpretation by the different People Manager.


The objective of the coaching sessions was about planning on the collection of artefacts meeting the criteria of the assessments of the 5 people for their different roles. This would ensure that they would be able to identify and review patterns in performance gaps and take action to address these.


Our first meeting was about to get evidence on the criteria that each one would be assessed. The approach with the group working for the company with clear extensive criteria was to

I – Initiation. Understand ALL the criteria
P – Planning. Plan how to meet all or most of the criteria for specific targeted rating scale (e.g. Excellent – Very Good – Good – Poor)
E – Executing. Do. Take Actions. Seek ongoing and regular formal and informal feedback from peers, boss, clients, other colleagues. Document your contributions and added value to your team, to your boss and to the Company.
C – Control. Actively reinforce your knowledge in specific areas where required. Monitor your progress. ASSESS YOURSELF regularly.
C – Closing. Demonstrate your self-worth by being proud of your achievements and results. Project yourself as a valuable employee who deserves to be acknowledged and rewarded as per the performance criteria.

Go back to the I-P-E-C-C as many times as required for clarity and confidence.

The approach with the group working for the company with unclear criteria was to use the above approach as well as the following below

I – Initiation. Understand ALL the criteria and investigate who are the high-achievers of the company at your level
P – Planning. Seek mentoring and guidance from them. Plan a lot of networking to gain insight of the company’s culture and the bosses’ approach, how do they assess their employees?
E – Executing. Do. Take Actions. Investigate the company’s policies, understand them, know your company, what do they want from their employees?
C – Control. Assess the gathered information and validate against the criteria and your performance. Is there any grey area? Investigate further from HR, your boss, intranet. It’s your future, work towards it.
C – Closing. Seek validation of your findings, understandings, clarity and get a formal acknowledgement from your boss or HR department that you will be assessed on your validated findings.

Go back to the I-P-E-C-C as many times as required for clarity and confidence.


The 5 employees felt empowered that they now were in control of their performance review and yearly appraisal. They gained knowledge of the company structure, its policies and gained interest in knowing more about their respective companies. Mostly they started enjoying more their job because they went beyond just a job application and getting the job. They became aware of their value and what they contribute to the company and also identified quite a few gaps in their skillset that they were keen to address.