← Performance Toolkit Pipa

Quarterly Check-In

A structured conversation every quarter — not a performance event, just a real check-in. What’s working, what needs attention, what’s next. One record per person per quarter.

Looking back
What went well this quarter
Specific wins, behaviors, contributions. Not a general impression — name what they actually did and why it mattered.
Looking back
What needs more focus
What’s not where it should be? Be specific. Name the behavior or outcome, not the character. This should be something they can act on.
Looking forward
Goals for next quarter
Two or three clear priorities. Specific enough that you could both look back in 90 days and agree on whether they happened.
Development
Growth and career conversation
What do they want to grow toward? What support do they need? This is the longer-view question — not just this quarter, but what kind of work excites them and where they want to go.
Energy check
How are they actually doing
Not a performance question — a human one. Workload, motivation, team dynamics, life stuff bleeding in. You won’t know unless you ask.
Overall track
Where they stand this quarter
Your honest read as their manager.
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