The essentials
- Share an agenda the employee can shape.
- Use the prompts that fit the situation.
- Keep growth close to real work.
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.
Turn the guidance into your next conversation.
Choose one action from this template, agree who owns it and set a date to review what changed. To explore how your process could work in New Dynamics, bring your current workflow to a demonstration.
