Best use of your energy Focus on improving future performance.

Growth Dialogue How can you help your employees maximise their energy outputs? By providing high-quality inputs. One of those inputs is their Growth dialog with you. During this conversation, your aim is to review where your employee has invested their energy over the year and discuss whether they are getting the best return on that energy investments.

At least once a year, your employee gets to summarize their performance, their successes, challenges, and the progress your employees have made are all part of the Growth dialogue conversation. The second part of their Growth Dialogue is to discuss where they are heading, their ongoing development, and support in setting development goals.

As the manager, you decide on the individual component of your employees' bonus target based on their overall performance.

While you will no longer rate your employee, pay remains performance-related.

The round table discussions are gone. You knows your people best, especially as Check-ins now create the possibility for more continuous conversations throughout the year.

In short, you jointly review past performance and plan for the future.

Whilst we are no longer rated, it still makes sense for pay to be performance related. The round table discussions are gone. Your manager knows you best, especially as the Check-in now create the possibility for more continuous conversations.

Your successes, your challenges, and the progress you have made, are one part of the conversation.

The other part of your Growth Dialogue is to discuss where you are heading, and your development goals.

In short, you jointly review past performance and plan for the future.