HR Strategy, HR UPDATE

Performance: How to Discuss An Employee’s Development

Performance Chec-Ins

How to Discuss An Employee's Development

Best Practices For Check-Ins

The purpose of check-ins is to make sure employees’ expectations are clear, share
feedback, and discuss development needs to enhance their performance. The flow of Check-in follows three core steps:

1. ExpectationsFirst, agree on what is
expected of employees for
the year in terms of
deliverable, behavior, and
2. FeedbackNext, provide frequent,
two-way feedback to see
how employees are
progressing against
expectations and let
managers know if they
could be doing something
differently to better
support the employee.
3. DevelopmentThen, when employees
know how they are
performing, they can plan
actionable goals in terms
of learning, career, and

When should check-ins happen?

  1. Check-ins should be scheduled at least once a quarter and typically are 60-90
    minutes long.
  2. Expectations should be set in check-in at the beginning of Q1 to clarify
    objectives for the year ahead.
  3. Feedback can be provided throughout the year, not only for check-ins.
  4. Development-focused check-ins are driven by the employee and should be
    scheduled when they feel appropriate. Typically, development conversations may happen once or twice per year.

Development: Discussion guide for people managers


● Expectations and feedback check-ins must happen before a development
● Encourage, don’t direct.
● Support employees on their development journey.
● Provide a business context.
● Listen 70%/Talk 30%
● Provide clarity, but don’t feel like you have to have all the answers.
● Remember this is a journey: don’t move straight to action.

Current state● “What parts of your position do you find most satisfying and why?”
● “What parts are less satisfying and why?”
Strengths● “What are your key skills and strengths?”
● “What is a critical development area for you?”
● “What business trends or skills do you need to learn more about to remain nimble and relevant?”
Aspirations● “What are your short and long-term career goals?”
● “Let’s look at how your aspirations link to the company’s goals.”
● “Do you have a specific career move that you want
to make?” (Specialist to expert, buddy to boss, international moves, etc.)
Plan● “What types of experiences, coaching, and/or learning do you need to fulfill your aspirations?”
● “What will be the potential results/business impact of these activities?”
● “As your manager, how can I help?”
Action● “What specific actions can you take to achieve your goal(s)?”
● “What obstacles, if any, may get in the way?”
● “How would you like us to monitor your progress against these goals?”

Follow through:

● Employee completes an Individual Development Plan (IDP).
● Guide employees to online/on-demand resources.
● Explore internal opportunities (roles, transfers, projects, etc.).
● Confirm date for next development check-in to review progress.
● Ideally, you should review development plans every 3-6 months as part of

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