Performance development

For individual development and organizational success, it is important for managers and employees to have performance conversations, reflect on recent accomplishments, provide feedback, and develop plans for the coming year.  These include discussions about individual and department goals and their alignment to Waterloo’s longer-term goals to create purpose and clear alignment between employee and University goals and our institutional values. Guides have been developed to encourage and inspire better conversations with your manager.  

Note: Completing the performance appraisal form used in the past is not required for 2025.

Many managers and leaders engage in regular, open, and ongoing conversations with each team member throughout the performance year. These discussions are essential for fostering growth, alignment, and engagement. At key points in the year—such as the conclusion of a calendar cycle—there’s a valuable opportunity to reflect more deeply on:

• Accomplishments and successes
• Lessons learned
• Goals and development plans for the future

To support these conversations, the following guides can help managers navigate discussions effectively and ensure meaningful outcomes for both employees and teams.

Questions? Contact your Human Resource Partner.