For (bi-)annual reviews, it's best to document highlights and lowlights as and when they happen. That way, both manager and employee can talk about specific situations and what could have been done better, rather than sharing very generic feedback that is only linked to most recent events. For situational feedback, it is essential to - be specific and give feedback in a timely manner, - give the employee the chance to provide any missing information that might influence the evaluation - reflect on the received feedback and separate out personal from objective elements of it.