Putting your best foot forward.
At the core of any Performance Review cycle is an ongoing agreement of measurable expectations.
A Performance Review is paramount for the health of our projects, our teams and our working relationships.
By thinking of the conversation as an opportunity to clarify expectations, share observations and bridge any gaps, you will make a formidable contribution to the organisation and set both yourself and the person you’re meeting with, up for success.
EMPLOYEE GUIDE
Preparing for your Performance Review.
Whether you’re heading into a 1:1, or a deep dive conversation, we have two simple tools to help you drive a great conversation about your role and success at work.
Sourcing valuable feedback with the D.A.T.A Methodology
Outlining your achievements with the AIL Framework
Below is the accompanying guide to bring your learnings to life.
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PEOPLE LEADER GUIDE
Preparing for your teams’ Performance Reviews.
Whether you are an established leader, new to leadership, or new to the organisation, we have simple tools to drive a productive conversation with your direct reports.
Preparing for a two way conversation
Giving helpful feedback
Aligning performance to organisational impact
The Five E’s for Effective Agreements
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PEOPLE LEADER GUIDE
Supporting high and low performers.
What both high and low performers share is a need for our support and guidance. Learn about the four archetypes of high and low performance, and how to put your best foot forward to guide an effective performance review.
Four high and low performance archetypes
The Five E’s for Effective Agreements
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Looking for support?
Let us know how we can power your next Performance Review.