How to Have Effective Performance Conversation

Manager plays a significant role in making sure every team member do the best work. Therefore, the performance conversations needs to be  honest and meaningful.  Effective communication requires careful preparation, smart navigation, and moving forward with constructive actions and follow-ups. 
Prepare the conversation can start from guide team member to have a self assessment, which requires each team member to exam their goals and plan and write dow questions for discussion. You would encourage asking for support to deepen expertise, shift scope, improve in a few areas, or explore a potential new role. Some example questions are: 

• What motivates you? When were you most challenged this past year, and why?
• ​What experiences have taught you the most?
• What new things do you want to try that could help you grow in your current role? Are there other teams that you have a long-term interest in?
• Be clear on where your manager would like to see you develop. Ask your manager to provide you with two or three things to focus on that will have a significant impact.
• Talk with your manager about the support you need to be successful in the coming year (for example, training, mentoring, projects, exposure, more ongoing real-time feedback).

Navigate the discussion means centering the topics around the meaningful questions and adding specific examples if you don't understand or agree with the feedback. Some example questions are:

• What is one thing that I am doing or not doing that's getting in the way of my long-term growth?
• What skills should I develop to grow in the organization?
• Are there other people I should develop relationships with who could help me to expand my potential and learn more?
• Can you tell me more about that? I want to make sure I have a good understanding of what you're explaining.
• Do you have an example of what that looks or sounds like?

Move forward with positive and open communication means ending your discussion with something like: 

• What should I start, stop or continue doing?
• I'm processing much new information right now. Can we talk more about this in our next 1:1?

The bottom line is building the support to develop yourself and create values for your boss and company.