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🚀 Performance Talks are conversations held quarterly* between managers and direct reports in order to help Togglers improve and grow and maintain high-performance culture across Toggl.
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Why?
- Performance talks help all our people have clarity on what is expected from them and if they are meeting set expectations or not.
- An essential part of these talks is constructive feedback which helps everyone know where they are falling short and how to improve and grow within Toggl.
- High-performance culture will help us achieve our business goals more efficiently. By doing so, we will grow a strong business and can invest our revenue back into our people, as well as hire amazing additions to our teams, continuing on a healthy growth spiral.
How?
- Performance talks happen quarterly* between managers and direct reports.
- The base for talks is setting and documenting clear expectations for every Toggler.
- Performance talks are a collaboration, not a bottom-up or top-down thing. It is essential both manager and direct report come prepared to the performance talk ready to discuss what the person is excelling at, where they are falling short and to what extent they are meeting set expectations.
Two Parts of the Performance Talk
Feedback
The first part of the performance talk is a mutual reflection on two questions:
- What is the person excelling at?
- What could be improved? Where are the growth opportunities?
The conversation should start with self-reflection. This is an opportunity for every Toggler to highlight their wins and fails and reflect on them.
After self-reflection, leaders should add their thoughts and observations and help team members discover any blind spots from their self-reflection.
Expectations
The second part of the performance talk is reflecting on set expectations and agreeing to what extent the person is meeting set expectations. All Togglers should work towards at least meeting the expectations of their current role.
How We Measure Performance
Performance Talk Guide for Leaders