Managing performance

Follow up after the initial performance conversation

5 minutes

The biggest impact from performance reviews most often happens after the conversation! Unfortunately, too many reviews are just a one-time annual event and don’t lead to any lasting change.

To really see improvement, it’s important to provide ongoing feedback about progress on goals set. Research on behavioural change shows that this approach is key to achieving continuous growth.

Follow these 2 steps

Follow-up the conversation with an email

Follow-up with an email to show that you've understood the key points discussed, and schedule regular follow-up meetings to provide ongoing feedback and support for your team's development. For example:

Hi [name]

Thank you for your openness and honesty during our discussion today. I appreciate your receptive attitude and willingness to learn. To summarise, the key points we discussed included [insert your key points].

I have attached your Performance Review with both our feedback and the goals set. Let’s keep this as a regular item in our catch-ups.

Please let me know if you have any questions or comments.

Thanks

[Your name]

Schedule regular follow-up meetings

Put a regular follow-up on your 1:1 schedule. Its regular occurrence shows you are invested in your team members’ development. The aim is to make everyone feel comfortable discussing their performance.

Ultimately, a solid follow-up after a performance review shows that you, as a leader, are invested in your team’s success and committed to helping them achieve their full potential.

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