VISIBLE · PRACTICAL EVIDENCE GUIDE
Prepare evidence for your performance review
Build a clear example for start-of-year goals, a mid-year review or year-end discussion: current-role contribution, results, gaps and next action.
Published 7 November 2026 · Examples are fictional.
Show performance in your current role first.
A useful review connects agreed expectations to what you actually did. Future aspirations matter, but they should sit alongside an honest account of current-role performance. Separate individual contribution, team results and factors outside your control.
A broad claim
“I improved cross-functional collaboration.”
A clearer account
“I brought medical, market-access and commercial colleagues together to clarify ownership of eight access questions. Six had an agreed response owner by the next review; two remained unresolved. Colleagues said the escalation route was clearer. We have not established faster approvals or a sales effect.”
Use the review cycle to build evidence.
- Start of year: Agree the outcome, your contribution and what evidence will demonstrate progress. Record the starting position.
- Mid-year: Compare the current position with that baseline. Discuss what is working, what is blocked and what support is needed.
- Year-end: Explain the result with supporting examples. Include shortfalls and uncertainty, not just positive highlights.
Bring numbers and meaning together.
A count tells part of the story: how many issues, how long or how often. Qualitative evidence explains the judgement: why you chose that approach, what feedback changed your decision, and what stakeholders found useful. Neither a flattering quote nor a single metric establishes your whole performance.
Choose one observable development action.
If your gap is executive communication, agree a real presentation to practise, the audience’s decision and the feedback you will seek. Keep the brief, your revised recommendation and permitted feedback. Completing another questionnaire alone does not show the skill has improved.
Visible Proof helps structure the examples you supply and your next move. It does not replace your manager’s judgement, your organisation’s review framework or independently verify performance. Your private report is not shared with an employer without your permission.