BLUF: My manager has asked to do my mid-year performance review during dinner - what behaviors can I engage in to mitigate any risk and make the most out of this?
Background: I've worked for nearly three years for a small practice which was acquired by a larger organization. Up until this year, there were no formal employee reviews or evaluations. As part of our integration with the larger enterprise, my manager is now being required to conduct mid-year and annual reviews. While the paper review I was sent ahead of time is overwhelmingly positive, I decided to take my manager up on his offer to have a more in-depth discussion with the thought of working in the guidance from the Informal 360. I should also note that I'm part of a remote team and I only see my manager face-to-face twice a year or so (if that) and that there's been very minimal individual feedback.
As I mentioned, I'm not so much concerned with what's on paper for my review and I'm not particularly concerned with my actual performance as I'm frequently identified as a top performer. Still, something about this whole situation has left me uneasy. Sure, a performance discussion over dinner isn't the ideal situation - but I'm used to dealing with less than ideal. I think there's something else there but I'm not sure what is is. So without clear insight as to what's nagging at me, back to the questions humbly submitted for your consideration:
- What risks do you see here (other than the usual business meal-related dangers) and how can I mitigate them?
- Aside from mitigation, what can I do to make the most out of this opportunity for performance feedback?
Thanks in advance.