As part of the Performance Management process, Confirm includes a Conversation phase in which employees and their managers can discuss their performance reports together. Sometimes, these conversations might feel intimidating, but planning and preparing for the process can go a long way in creating a pleasant and productive Performance Review Conversation.
Why is Feedback important?
The feedback process is meant to help people improve and be successful in their roles. Even if some feedback might feel critical, the Conversation is an opportunity to share perspectives, get your manager's advice, and create solutions. And positive feedback feels pretty great!
Regularly receiving feedback within our organization:
Ensures we are clear on our role-based expectations
Allows for open dialogue
Recognizes great work, while giving us clear direction on how to grow and enhance
Increases our self-awareness
Pre-Conversation with Your Manager
You may be expected to schedule a one-on-one performance conversation with your manager. Alternatively, your manager may be scheduling a one-on-one performance conversation with you. Consult your organization's instructions!
Prior to the conversation, reflect on the feedback you provided during your self-review. What is going well? What could be improved?
During the Conversation
The skills that can help you to get the most from your Performance Review Conversations are also great workplace skills to hone and use in a variety of everyday situations.
Listen intently and be open. Before you focus on how you are going to respond, be sure to hear your manager out. It’s important to fully absorb the feedback you’re being given. This also leaves no room for assumptions.
Thank them for their feedback! Share your appreciation. Your manager is there to support you and help you grow. They’ve taken the time to reflect and share their honest feedback with you.
Ask questions if you need further clarification on a point. This should be a two-way conversation, so don’t be afraid to ask questions if you need clarity. This can also be done as a follow up to the conversation giving you time to process the feedback you receive.
Try not to react defensively - It can be difficult to hear developmental feedback from anyone, especially your manager. Remember that your manager wants to help you grow in your role. Re-frame the way you look at feedback; instead of viewing it as a “bad thing”, think of the feedback as constructive and an opportunity to grow.
Make it clear that you want feedback regularly and they should feel welcome to share with you anytime throughout the year. Again, nobody likes surprises during the formal review process. Regular, ongoing feedback ensures you are equipped to continuously improve and enhance throughout the year.
Leave the meeting with clear goals and intentions - Performance conversation does not end when your manager delivers feedback. The conversation is a way for you to understand what you’re doing well and what you may need to improve. Take this as an opportunity to align with your manager on next steps and follow up as needed.
After the Conversation
After your Performance Review Conversation, there are two steps you'll need to take when you're ready (but before the deadline set internally).
Receive your report and acknowledge your conversation. Once your manager has published your review, an email will be sent letting you know your final performance report is ready to view in Confirm. This should be aligned with the conversation you had with your manager.
Please acknowledge in Confirm that your manager conversation has taken place.
Additional Resources