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I think it should be done after the direct report has a chance to read and process the written review. This gives them a chance to have any initial emotional reaction they may have, and then think about what was written and how they want to approach or what they want more clarification on. It gets you to a place where the conversation can be productive. I have seen it done the other way, and at a minimum not all questions get answered. In cases where the employee was unhappy the conversation can be very emotional and unproductive. I’m sure someone can present the case for discussion first, but my preference is to allow for the preview.
Completely agree with the above and for the reasons stated… allow for preview first.
Verbal first. Let them know what you think and give them a chance to respond and have a conversation about it. Ask questions and ensure you have the context. This always lands better in my experience because the conversation may illuminate information you need to apply to adjust the review. It could be context or reframing of things or it could be how they show up in response to the feedback. If they are acting poorly or defensively that’s a signal in the review. If they are open and thoughtful that’s also one. It’s a great final stroke of performance before it’s written in stone.