Performance Talk Guide for Leaders

TL;DR checklist

[ ] Set and document expectations including general and specific expectations.
[ ] Prepare for the performance talk by looking over set expectations, thinking to what extent the person lived up to expectations and looking at previous performance talk notes to check if there was progress.
[ ] Have the performance talk by talking about the feedback and expectations.
[ ] Use the conversation template, document performance talk notes and note down to what extent the person is achieving expectations in your database.

The base of all performance talks is defining clear expectations for each of the team members. By aligning expectations to our business goals and communicating them clearly to each person, you make sure the whole team is working on impactful things that move the needle.
By providing regular constructive feedback you make sure to help your direct reports identify their improvement areas and act on them. By making every person grow and improve, you make the whole team stronger.
By communicating clearly if the person is meeting expectations for their role or not, you help everyone stay on track and deliver what has been promised. Only when everyone delivers on set expectations, we can expect to achieve our team and company goals.

Define expectations for every person in collaboration with them and based on Our Values and ‣.
If you need additional clarity or insights for individual responsibilities at your team, don’t hesitate to reach out for help to your manager.
Expectations need to be tailored to each of the roles and specifically to each individual. Recognize that team members have unique skills, experiences, and strengths. Assign tasks and responsibilities that align with their capabilities. Acknowledge and leverage their expertise, allowing them to excel in areas where they can make the most significant contributions.
It would make sense to split expectations into two parts: what are the general expectations for the role and what are specific goals and measurables the person has to deliver on until the next performance talk. Make sure to clearly define what success looks like for each task or project. Use measurable criteria whenever possible, such as deadlines, quality standards, or specific targets to be met. This provides clarity and enables team members to gauge their progress accurately.
General expectations for the role will usually stay the same for an extended period of time. Specific expectations for a time period will change from one performance talk to another. Make sure to review and update the expectations at the end of every performance talk, so the person knows what is expected from them until the next performance talk.

It is essential you arrive at every performance talk well-prepared.
Take time to look into the expectations you set and reflect on how the person did in delivering these expectations in previous months. Think in advance to what extent the person delivered on expectations and be ready to communicate it clearly in the performance talk.
Look at the notes from the previous performance talk. Were there any improvement areas identified? Did the person act on previously delivered feedback? It is crucial to reflect back - acknowledge the progress if it happened or reinforce constructive feedback if the action has not been taken.