You’re told to have performance reviews with your employees. They’re essential to the success of your team and organization, but the old-fashioned annual review has lost its luster. Instead, you should be having regular performance conversations.
These conversations are innately uncomfortable, but it’s OK. Your employees just want you to be open and honest with them. They want a coach, not a boss. There are many ways to approach these conversations, and we've got your back!
Set the stage for a productive conversation
Gather the info you need to support your feedback
Start (and keep) the conversation on a good note
Document your thoughts and next steps
Determine appropriate follow-up actions
