Let's look at how to conduct a #performancemanagement meeting. 🧵

Formal performance management (PM) meetings will require input and support from your HR team as there will be certain things that need to be said and documented along the way.

An informal PM meeting should still be documented and the actions agreed upon by both people.

But meetings can be less formal in nature.

The focus should always be on support and what can be done to help an individual to close a performance gap.

Let's look at the structure of an ideal PM meeting. There are three steps in an informal performance management meeting:

1. Establish the performance gap.
2. Explore the reasons behind the underperformance.
3. Jointly agree on ideas to eliminate the gap.

While it is tempting for a manager to give input and various suggestions in an effort to fix the problem...


The most powerful tool at your disposal is the humble question.

As the saying goes: ‘If you talk, you are simply repeating what you know; if you listen, you could learn something new.’

You are at this point because something, somewhere, hasn’t gone according to plan and the most helpful and important thing here is to understand why.

Ask questions and really listen to the reply. If you are to unlock this performance management puzzle, you need to understand the world from the point of view of the underperformer.

Some of what they say may feel inaccurate or unfair but allow them to speak for as long as you can.

Not only will it help you to build a full picture of how they see things, but it will also let them know that they have been heard and listened to.

This is an essential step along the performance management route.


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