Manager Performance Development Conversation Guide

At EnU Careers, we understand how important — and sometimes challenging — it is for managers to support employee growth while leading busy teams. This guide offers a simple, practical framework for effective development conversations that drive performance, support retention, and help build authentic, transparent relationships with your employees.

Use it, tailor it to your style, and keep it handy — it’s built for real-world management needs.

Before the Conversation

1. Schedule the Conversation in Advance
Give your employee plenty of notice so they can prepare thoughtfully. Avoid surprise performance or development conversations.

2. Ask the Employee to Reflect and Prepare
Request a self-assessment that includes:

• Key accomplishments and challenges

• Strengths and areas where they want development or support

• Career goals and interests

• Any concerns or frustrations in their current role

• Feedback for you on how to better support and lead them

• What keeps them at the company

3. Learn About Their Background and Experience (Especially for New Employees)
If the employee is new to the company or new to your team, take time to understand:

• Their previous roles and responsibilities

• Skills or experiences they bring that might not yet be visible

• Their expectations and motivations for joining
  This context helps shape meaningful and personalized development planning.

4. Review Relevant Documents and Notes
Take time to review:

• Past performance reviews

• Notes from 1:1s

• Recent work, feedback, or achievements

5. Reflect on Strengths and Development Areas
Think about where the employee excels and where there may be opportunities for growth.

6. Identify Support and Resources
Consider ways you can support their development:

• Training or courses

• Stretch projects

• Mentorship or coaching

• Cross-functional work

• Potential future roles

During the Conversation

7. Set the Tone for Open Dialogue
Make the conversation collaborative and supportive. Encourage honesty and active participation.

8. Explore Their Background and Strengths
Ask open-ended questions to learn more about:

• Previous roles, skills, and experiences

• What they enjoyed or excelled at in past work

• Underutilized strengths or knowledge
  This helps uncover development opportunities and build rapport.

9. Set or Revisit Development Goals
If this is the first discussion or beginning of the year, co-create SMART goals:

• Specific

• Measurable

• Achievable

• Relevant

• Time-bound

10. Provide Transparent, Actionable Feedback
Offer specific feedback on performance and growth areas. Be honest and constructive, especially regarding:

• Expectations

• Performance gaps

• Promotion or compensation realities

11. Explore Career Aspirations
Discuss where the employee sees their career in the short and long term. Explore paths that align with their goals and organizational needs.

12. Identify Development Opportunities
Talk through potential next steps such as:

• Stretch assignments

• Leadership or visibility opportunities

• Skills they’d like to build

13. Ask for Feedback About Your Leadership
Invite them to share:

• How you can better support their development

• Ways to improve communication or team dynamics

14. Surface Any Concerns
Encourage the employee to share anything that may be bothering them in their role, on the team, or within the company.

15. Ask What Keeps Them at the Company
Understanding what motivates them to stay can help you support their engagement and growth.

After the Conversation

16. Follow Up on Development Goals
Revisit goals in 1:1s and track progress. Adjust as needed and recognize accomplishments.

17. Provide Ongoing Feedback
Don’t wait for formal reviews. Give real-time feedback to reinforce what’s going well and where adjustments are needed.

18. Be Honest and Consistent About Advancement
Be clear and transparent about what’s required for promotions, raises, or role changes. Set realistic expectations while providing support to get there.

Quick Checklist for Managers:

• Schedule meeting in advance

• Ask for employee self-assessment and reflection

• Review past performance and notes

• Understand their background (especially if new)

• Identify potential development resources

• Prepare to give and receive feedback

• Align on SMART goals

• Follow up regularly