5 tips for your MUS

1. Prepare for your MUS

A performance and development review (MUS) is not about your results. It is about your well-being, your tasks and your development at work.

Good preparation makes the conversation more valuable. It helps you put your motivation, skills and ambitions for the future into words.

It also puts you in a stronger position when talking to your manager because you have thought through your key points.

2. Start preparing early

Find the MUS form, your job description and any agreements from your previous review.

Set aside time in your calendar and write down your most important reflections.

Think about the period since your last review:

• What is working well?

• What gives you energy?

• What do you find challenging?

• Which tasks would you like more or less of?

You can organise your notes under four topics: well-being, tasks, collaboration and development.

3. Choose your key topics

You do not need to discuss everything in the meeting. Choose two or three topics that matter most to you.

Describe each topic using a specific example. Also consider what you would like to change.

Think about your goals for the coming period:

• Which skills would you like to develop?

• Which tasks or responsibilities could help you progress?

If you would like to take a course, find a specific option. Note the price, timing and the skills you want to develop.

Also consider how the course could benefit your team or workplace.

4.  Be open and specific

Use specific situations rather than general descriptions.

Explain what happened, how it affected you and what solution you suggest. This makes it easier to have a constructive conversation.

Ask your manager how your role could develop. Talk about expectations, priorities and the support you need.

Where relevant, link your wishes to your team’s or organisation’s goals. This can make it easier to find solutions that benefit both sides.

5. End with clear agreements

End the meeting by summarising what you have discussed. Agree on what you and your manager will do, who is responsible and when you will follow up.

Write down your agreements and deadlines. Consider sending a short summary if the agreements are not saved in a shared system.

Use the agreements in your ongoing conversations. Follow up if your tasks or your workplace’s priorities change.

Get help with your preparation

Our career advisers can help you clarify your goals, motivation and development wishes before your performance and development review.