Managing performance
Structuring performance conversations
Structuring performance conversations
10 minutes
One of the challenges for leaders when having performance review conversations is how to effectively structure the meeting. Watch this video on how to structure your performance check-ins or formal reviews with our simple performance conversation framework.
1
Purpose
Start with why you are having this conversation. Make it clear from the beginning and note how long it will take.
Set a basic agenda for what will be covered.
Then the stage by building rapport to ensure that this is a 2-way conversation. This can include sitting side by side to break that feeling that they are on trial.
Set a basic agenda for what will be covered.
Then the stage by building rapport to ensure that this is a 2-way conversation. This can include sitting side by side to break that feeling that they are on trial.
2
Reality
Set out to understand your team member’s reality. What is going well in their role, what has gone well, and what do they think could be improved? How they are feeling about their work?
3
Planning
Identify any performance gaps or issues your team member might have that are stopping them from moving forward, assist them, and seek their opinion for solutions
4
Gain commitment
This is where we want to gain your team member’s commitment to action - It's harder than it looks!
Sometimes you might have a good performance review conversation with someone and you come out thinking “that went well”, they are going to go and do something with this now”. Then when you check back in a couple of weeks, you find out that they have done nothing!
Confirm their commitment by asking "How committed are you to moving forward with the plan out of 10". If you get anything less than a 9 or 10, ask what they need to change within the plan to get them to a 10.
Sometimes you might have a good performance review conversation with someone and you come out thinking “that went well”, they are going to go and do something with this now”. Then when you check back in a couple of weeks, you find out that they have done nothing!
Confirm their commitment by asking "How committed are you to moving forward with the plan out of 10". If you get anything less than a 9 or 10, ask what they need to change within the plan to get them to a 10.
5
Review
A performance conversation shouldn’t end when the meeting is over. After the conversation, you and your team member should review notes, define the next steps, and follow up with shared comments and feedback. Without this, performance conversations feel unresolved. And follow-up.
Download a template to structure the conversation
Navigating performance discussions can feel complex for many leaders. But following this structure will help you to cultivate a positive space that motivates and drives outstanding performance among your team.
by
Hellomonday