We want to make sure that you understand what you do and what you need to be successful. Therefore, as part of our Sustain-Able-Growth approach, we want quarterly check-ins to be held as “regular conversations”. These regular conversations will include discussions about work progress, individual goals, performance expectations, and competencies. These conversations help us twofold: it’ll ensure that our employees understand the challenges of their jobs and how to get support when they need and, these regular meetings will also help to create a deeper relationship.
The following questions from the Performance Conversations method (Lee, 2020) structure the conversations. They are the framework of every conversation.
- What is going well?
- What is not going well?
- What else is going on?
- How is the status of your goals?
- What do you enjoy at work?
- How are your professional relationships going?
- What can I do to support you?
- How are you?
The page How we give feedback will give you some tips for these conversations.
The manager MUST document every conversation in Asure (MIU Online (asurehcm.com)) under (EE info–Employee Notes).
- Avoid words that create defensiveness:
- Generalization: Always, never
- You should, you need to, you must
- Personal trigger words: words that trigger the employee. If you do not know what they are, just ask the person.
- Create a log of accomplishments and plans.
Great examples of handling conversations are:
A great short video about feedback: The secret to giving great feedback | The Way We Work, a TED series
A longer description of the SBI technique: A conversation about feedback and the SBI technique
A great role-play: Performance and Feedback Conversation
Another great role-play: Check-in Conversation Demo-UC Berkeley.