F

ACTSHEET

Performance Discussions
A performance discussion is the process that takes place between an employee and their supervisor to develop and review the employee’s work goals and identify development needs to support the achievement of their goals. These discussions are a fundamental tool for building and managing performance. The form and focus of the discussions vary according to the stage of the performance management cycle, but the principles remain the same. There should be at least one discussion to develop an employee’s performance plan, and at least one – but preferably two or three – discussions to review employee achievements.

The key elements
AgEnDA DiALogUE FoCUS VALUE

• Have a clear agenda • For example, to:

– that is, an agreed purpose for meeting. develop a performance plan, to address an issue, or to discuss career aspirations.

• Be an open, two-way

• Focus on the

dialogue in which feedback is given and received. ask, listen and help their employees to learn.

employee and the matter for discussion.

• Leave the

employee feeling empowered and valued.

• Managers need to

The key question

Getting employees involved
The employee needs to be an active participant during performance discussions. As a manger, you may need to encourage employees who are reluctant to participate. One way to achieve this is to use the STAR approach and ask questions to engage your employees in the process.

What things are making your job difficult, and what do we need to do to help you become more productive?

July 2011

1

S
Describe a SitUAtion that you were involved in where...

T
Tell me what tASkS had to be accomplished.

A
What ACtion did you take as a result?

R
What were the RESULtS?

QUEStionS to ASk Situation

• • • • • • • • • •

What was the situation? What worked well? What didn’t work? What