Admins and HR leaders play a key role in making performance reviews more effective. By equipping managers with the right tools, training, and framing, you can help ensure reviews aren’t just backward-looking evaluations, but future-focused growth conversations.
Why Develop Matters in Review Cycles
Traditional reviews are often stressful for managers and unsatisfying for employees.
Develop helps by:
Providing role-critical insights that highlight what drives performance
Giving managers a structured way to connect results to day-to-day responsibilities
Making it easier to turn evaluations into clear, actionable plans
Reinforcing consistency between 1:1s, coaching, and review conversations
Steps for Admins to Support Managers
1. Set Clear Expectations
Remind managers that Develop is not a performance rating tool, but a development lens.
Emphasize the goal: connect past performance to future growth through actionable behaviors.
Share guidance on how Develop complements, not replaces, your existing review framework.
2. Provide Training and Resources
Host a short enablement session for managers before review cycles.
Walk through how to use individual results, action plans, and team dynamics reports in reviews.
Share conversation guides and templates for structuring review feedback.
Encourage managers to review employee action plans in advance.
3. Coach Managers to Focus on Behaviors, Not Scores
Reinforce that Develop measures effort and tendencies, not ability.
Encourage managers to connect results to specific goals, projects, or team priorities.
Provide examples of how to frame disconnects as growth opportunities, not weaknesses.
4. Reinforce Continuity
Position reviews as a natural extension of ongoing coaching and development.
Remind managers to revisit prior action plans and carry forward progress.
Use consistent messaging across reviews, 1:1s, and team sessions.
5. Monitor and Share Best Practices
Check in with managers during review cycles to learn what’s working.
Collect success stories that show how Develop makes reviews easier and more effective.
Share these examples across leadership to build adoption and confidence.
The Admin’s Role in Driving Better Reviews
By integrating Develop into your performance cycle process, you:
Reduce prep time for managers
Ensure reviews are tied to job-relevant behaviors
Help employees leave reviews with clear, actionable growth plans
Build organizational consistency in how development conversations are framed
Tip for Admins: Pair review cycles with optional Wonderlic coaching sessions (available at additional cost) to give managers extra support in interpreting results and framing development conversations.