Conduct performance conversations
Discuss observed outcomes, expectations, context, support, and next steps directly with the staff member using verified evidence and a fair route to respond and correct records.
| Field | Value |
|---|---|
| Business area | staff-administration |
| Primary role | general-manager |
| Frequency | quarterly |
| Privacy sensitivity | high |
| Security sensitivity | medium |
| Compliance review | needed |
Trigger and handoff
Trigger: Scheduled development review or a documented performance concern requiring conversation.
Inputs
- Role expectations
- Specific observed evidence
- Prior commitments
- support
- and staff perspective
Outputs
- Shared record of discussion
- Agreed development or correction actions
- Formal escalation if authorized
Current manual methods
- Annual appraisal form
- Manager recollection
- Metric leaderboard
Human judgment and approvals
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Evaluate evidence quality
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context
-
fairness
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and support needs
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Hear disagreement and correct unsupported records
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Approval: Manager and staff member acknowledge record; formal action follows authorized people process
Failure modes
- Recent event outweighs representative evidence
- Automated metric is treated as proof of conduct or capability
Success metrics
- Conversations use specific verified evidence and clear expectations
- Agreed support and review actions occur on time