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 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.