{"id":4490,"date":"2023-04-12T09:06:18","date_gmt":"2023-04-12T07:06:18","guid":{"rendered":"https:\/\/merca.presspulp.com\/maitriser-l-entretien-individuel-annuel\/"},"modified":"2026-09-21T17:23:43","modified_gmt":"2026-09-21T15:23:43","slug":"mastering-the-annual-personal-interview","status":"publish","type":"post","link":"https:\/\/merca.team\/en\/maitriser-l-entretien-individuel-annuel\/","title":{"rendered":"Tips for mastering the annual performance review"},"content":{"rendered":"

The annual one-on-one review is often seen as a formality. According to Deloitte<\/a>, 64 % of employees consider their performance reviews a waste of time.<\/p>\n\n\n\n

When properly prepared, however, it remains the only time of the year when employees and managers take stock of their work, skills, and future plans. Here are our tips for both parties\u2014before, during, and after the meeting.<\/p>\n\n\n\n

These recommendations are based on twelve months of evaluations and schedules analyzed across 210 industrial sites equipped with Mercateam, representing 59,298 employees. The figures are used to tailor each recommendation.<\/p>\n\n\n\n

One observation stands out across all this data: performance reviews are often based on a competency matrix that no longer reflects the work actually being done. Several recommendations directly address this discrepancy.<\/p>\n\n\n\n\n\n\n\n

What the law requires and what it leaves up to the individual<\/h2>\n\n\n\n

There is no law requiring an employer to conduct an annual performance review. When such a review is conducted, it is based on a collective bargaining agreement, a company-wide agreement, or an internal policy.<\/p>\n\n\n\n

As soon as it is performed, the\u2019Article L1222-3 of the Labor Code<\/a> sets out three rules:<\/p>\n\n\n\n