Performance / Feedback Conversation
Structure a clear, honest feedback conversation with specific examples, impact statements, improvement plans, and agreed next check-ins.
Session
Performance / Feedback Conversation
Help the manager give clear feedback with examples, explain impact, set expectations, offer support, and define accountability.
Facilitator guide
Set the context, then invite each participant to share their top priority before opening discussion.
Step 2 of 4 · 18 min left
Decisions & next steps
Overview
Help the manager give clear feedback with examples, explain impact, set expectations, offer support, and define accountability.
Expected outcome: Feedback summary, improvement plan, support actions, expectations, owner commitments, and next check-in date..
When to use it
- A scheduled performance conversation
- Alignment after a difficult period
- A clear improvement focus
Who should attend
A manager and the employee.
Preparation checklist
- Collect specific, recent examples
- Review relevant company policies
- Agree the goal is improvement, not blame
Example agenda outline
- 0:00–0:08
Feedback framing
State the goal of the conversation.
- 0:08–0:20
Example review
Share specific examples.
- 0:20–0:32
Impact discussion
Explain the impact and listen.
- 0:32–0:42
Expectation setting
Clarify what good looks like.
- 0:42–0:52
Support planning
Agree support and resources.
- 0:52–1:00
Check-in scheduling
Set the next check-in date.
Facilitation tips
- Use specific examples, not generalities
- Lead with the goal of improvement
- Listen to the response before planning support
Common risks
- Vague feedback without examples
- No agreed improvement plan
- No follow-up check-in
Use with care
This is a sensitive session type. Review outputs according to your organization’s policies and applicable laws before use.
Expected outcome
A feedback summary, improvement plan, support actions, expectations, owner commitments and a next check-in.
Use the Performance / Feedback Conversation structure for your next session
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