Request a Formal Performance Review
Ask for a meeting devoted to your work before months of vague feedback harden into assumptions. A formal performance review creates a record of what is going well, where expectations differ and what development or support should happen next. A useful review looks at agreed objectives and evidence, not personality or who speaks most confidently. It can address results, behaviours, workload, resources, training and future aims. It should not replace regular feedback, and it should not contain serious concerns that a manager has deliberately withheld until the meeting. Organisational processes differ, so understand whether the conversation affects pay, promotion or a separate capability procedure. Request the meeting in writing and ask what framework or documents will be used. Prepare examples of outcomes, challenges, changed responsibilities and support you need. Include mistakes you have addressed rather than creating a defensive highlight reel. If disability, health or another protected issue affects work, decide what adjustment or occupational support you want to discuss and use an appropriate confidential route. During the meeting, ask for specific examples and convert broad comments into observable next steps. Check that objectives are fair, within your role and achievable with the available time. Read the written record, correct factual errors and retain the agreed actions. Add this to your list to replace uncertainty with a documented conversation about performance and development.