Prepare together
Share an agenda the employee can shape. Carry forward unresolved actions and leave room for new concerns. This is a support conversation, not a status interrogation.
- Review the last agreed actions.
- Ask the employee to add their priorities.
- Note any decisions that need manager input.
Discuss what matters now
Use the prompts that fit the situation. You do not need to ask every question in every meeting.
- What has changed since our last conversation?
- Which priority needs our attention?
- What is making the work harder?
- What feedback would help you now?
- Is there a relationship or dependency I can help with?
Connect to development
Keep growth close to real work. An upcoming task can provide a better practice opportunity than a distant course.
- What would you like to get better at?
- Which upcoming work could help you practise?
- Who could offer feedback or support?
Close with shared actions
Record decisions, owners and follow-up dates. Keep notes proportionate and explain who can see them.
- Confirm the employee’s next action.
- Confirm the manager’s next action.
- Schedule the next check-in.
Read the continuous performance playbook for the wider rhythm.
Take it into your next conversation.
Download an editable CSV. Open it in Excel, Google Sheets or your preferred spreadsheet tool. No form required.
Download the template ↓
