Turn conversations into progress

Performance reviews alone are not enough to improve performance. Improvement requires regular conversations, support, and action in the flow of work. Discuss specific contributions and performance gaps while the context is fresh, and give people room to explain their perspective.

Include team conversations about shared business outcomes, dependencies, and what needs to change to improve results. Individual coaching cannot resolve every team-level obstacle. Recognize contributions and their impact in team meetings, while handling sensitive individual feedback privately.

Close the loop with a practical next step. Decide what to try, what support is needed, and when to revisit it. A short commitment that gets followed up is more useful than a detailed conversation that disappears.

Put it into practice

• Make performance conversations part of team meetings and 1:1s.
• Discuss shared outcomes and dependencies as a team.
• Recognize employee contributions and their impact.
• Handle difficult conversations and sensitive feedback privately.
• Agree on next steps and follow up when you meet again.