Here’s what I wrote in Teams365, https://www.potentialsrealized.com/teams-365-blog/teams365-1252-preparing-for-the-feedback-conversation
The performance conversation should not be a one-off conversation. In fact, it should be an on-going dialogue (two-way) between staff and their leader.
Taking time to prepare for the feedback conversation is an essential step in the process, and it is often one that is overlooked. It's important to take some time to think about the performance conversation, rather than just winging it.
Some things to do when you are starting to prepare for any feedback conversation is:
Make sure that you have solid items to talk about. What are the facts? What is hearsay? What have you seen yourself? If you realize that you don't have a lot to share, this is a flag to make some changes so that next time you do.
What are the key goals which are important to discuss? Another challenge in the feedback conversation is that the team leader may be focusing on different things than the employee. What are the key goals which are important to discuss. Are these aligned?
How have you set the employee up for success in scheduling this meeting? Performance conversations should be a two-way process. What have you done to set the employee up for success. Have you asked them to consider any questions prior to meeting? Have you invited them to do a self-assessment? When was the last time the two of you sat down to explore performance issues. Nothing raised in an annual review should be a surprise.
Dedicate time and space for the performance conversation and preparation. Even though many of us feel we need to run from task to task, feedback and performance conversations should not be left as a low item priority. Make sure you are dedicating time and space for not only holding the performance conversation, but also preparing for it.
What other tips do you have for preparing for the performance conversation?
Enjoy the conversation!
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