A well-run performance conversation builds trust, drives ownership, and accelerates growth. A poorly run one damages the relationship, kills motivation, and triggers anxiety. This planner ensures yours is the former.
The rule: No surprises. Everything in this conversation should have been said in some form before. A performance conversation is a summary and a forward plan — not a revelation.
Meeting Details
Date
Team Member
Manager
Period under review:
Manager Pre-Preparation
Key achievements and strengths (with specific examples):
Areas for improvement (with specific examples and impact):
Evidence / data to reference (project outcomes, feedback received, behaviours observed):
My opening (how will I create a safe and honest space?):
Team Member Self-Assessment (Ask Them to Prepare)
What are you most proud of this period? What would you do differently?
How are you feeling about your performance overall?
✅ Achievements vs Goals
Goal / Objective
Status (Met/Part/Not Met)
Evidence & Context
Growth Areas & Support
Key development area agreed and why it matters:
Support agreed (coaching, training, stretch assignment, exposure):
Goals for Next Period
Goal (specific & measurable)
Priority (1/2/3)
Review Date
🟢 Wellbeing Check
How are you finding the workload and pace? What would help you sustain your performance?
Closing & Actions
Summary of key points agreed:
Action
Owner
Due
How did this conversation feel? (Manager reflection):