Prepare for a performance conversation.

Answer five short questions. You'll get a prep sheet that helps you walk in direct, fair, and ready — whether this is a check-in, a tough feedback talk, or something more serious.

Question 1 of 5

Who is this about, and what kind of conversation is it?

Name, role, and type — e.g. "quarterly check-in", "feedback on a specific pattern", "PIP discussion", "annual review".

Question 2 of 5

What is the core message you need to land?

Be specific about the behaviour or gap — not the feeling it gives you, but what you've actually observed. One or two concrete examples helps.

Question 3 of 5

What does improvement look like — in the next 30 to 60 days?

Make it specific enough that you'd both know if it happened. Not "better communication" — what does better communication actually look like in this role?

Question 4 of 5

What support are you offering — not just asking for?

Check-ins, coaching, clearer expectations, more context, reduced load. What are you putting on the table, not just on them?

Question 5 of 5

What are you most worried about saying — or hearing?

The thing you're rehearsing in your head. The reaction you're bracing for. Whatever's making this feel harder than it should.

Prep Sheet

Performance Conversation —

The Message

What you've observed and need to name

What Success Looks Like

The 30–60 day picture, made concrete

Your Support Plan

What you're offering, not just asking for

A Way to Start

An opening that's direct and fair

Your Worry, Named

So it doesn't drive the room without you knowing

Before you go in