‍According to research by Gallup, only 1 in 5 employees agree that their company’s performance practices motivate them (1). If we're to improve on these numbers, we have to think long and hard, not only about our performance review process, but about what happens after the review. Research suggests we should provide our people with ongoing feedback on progress towards their goals (2), and a dedicated one-on-one meeting on performance review outcomes is a great way to do this. At this meeting, managers and employees can discuss insights from the recent review, and work together to create some relevant action points. Today, we're sharing some talking points to help you give this meeting structure.

The questions in our talking point template were developed in tandem with our performance and communication platform, Frankli, based on the latest research in organisational psychology. They're designed to help you have the most productive conversations possible with your people, but, of course, you're free to change up these questions to suit your plans for your meeting. You'll also find this template, and nine others, on our Essential One-on-One Talking Point Templates downloadable.

Frankli Admin Tip: Select the Performance Review Outcome template when creating a new 1:1 Meeting with your people to automatically add these talking points to the shared agenda, and give your people the opportunity to respond or contribute notes ahead of time.

One-on-One Meeting Talking Points: 3 Questions for Managers to Ask Employees during Performance Review Follow-Ups

1. From your perspective, how do you feel you have progressed during this review period?
2. Looking forward, what are some priorities we are going to work on?
3. What's the most important thing I can do differently for you as your manager?

Automate your One-on-One Meetings

Research from Gartner tells us that 65% of tasks currently performed by managers have the potential to be automated by 2025 (3), and it starts with the scheduling and structuring of one-on-one meetings with your employees.

Think about how much time it takes to;

• Set up one-to-one meetings with all your people
• Schedule recurring one-on-one meetings
• Come up with relevant talking points
• Set and share meeting agendas
• Share relevant documents to discuss
• Prepare relevant data on employee performance and feedback
• Record notes from the meeting
• Make lists of points to action after the meeting
• Assign action points and set reminders to follow up on them

All of this takes time, time that could be spent on strategic thinking and other pressing work. That's why millions of high-performing teams (4) are turning to digital tools like Frankli to automate one-on-one meetings.

With Frankli, you can take care of everything on this list in just a couple of clicks. You can automate meeting admin in minutes, and, more importantly, ensure the right conversations are happening with the right people at the right time. Speak to a member of our team to find out more.

1. Gallup, Re-Engineering Performance Management. 2. Harvard Business Review, How to Conduct a Great Performance Review. 3. Gartner, 11 Trends That Will Shape Work in 2022 and Beyond. 4. Zion Market Research, Global Performance Management Software Market Will Reach USD 5,633 Million By 2026.