HAVING A GREAT 1-TO-1

The Performance Management process has a clear annual cycle with a fixed timing and sequence during the year. The formalized steps are important, but the day to day informal dialogue between people manager and direct report at monthly 1-to-1s are crucial. It is important to think of performance management as an all year round activity not just something that happens at mid- year and end of year reviews. The key to great performance management is robust conversations that should happen throughout the year.

The key purpose of 1-to-1s are:

Ongoing conversations on performance and development

Managing and coaching your direct reports

Sharing feedback on an ongoing basis

Prepare

Open and outline