Performance conversations help people understand how their work compares with agreed expectations and what improvement or development is needed. They should be an ongoing practice rather than a surprise at an annual review.
Use specific examples and invite the employee's perspective. Discuss results and behaviors separately, and check whether the expectations were clear. Recognize effective work as precisely as work that needs to change.
Agree on actions, support and the next review. Keep records factual and proportionate. If performance concerns become formal employment matters, follow the organization's applicable procedures and seek appropriate advice.
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