The Quarter 3 (Q3) Enabling Conversation window is now open until 31 August. Carry on the conversation that supports your regular one-to-ones with your line manager throughout the year and take the opportunity to discuss next steps to enable your personal development.
What you’ll discuss in your conversation…
Remember this is your opportunity to discuss what’s important to you for your development, engagement and the future support you may require to meet the performance goals you set at the start of the year. Once you’ve booked some time in with your line manager you can discuss performance over the last quarter, challenges you’ve faced and what will be your key focus for the coming quarter.
Preparing ahead is key to courageous and constructive conversations…
Getting ready for your conversation ahead of time helps you to to reflect on how things are going and walk away from knowing you’ve achieved a productive meeting with your line manager. To help guide your conversation you’ll have access to a check in document saved on myHR portal . Best practice is to review and make comments on the 4 questions in this check in document to help steer a constructive evaluation of your current performance.
You can do this by;
- Accessing your enabling conversation document by going to: myHR portal > Career and Performance >Performance > Select relevant document.
- Review and complete the four questions in good time before the meeting with your manager and save the document.
- Take time to review your performance and development goals and update if needed.
If you’ve changed teams or have a new line manager you’ll need a new Check-In document. These can be added to myHR portal and edited at any time. To find out how to create a check in document if you don’t already have one set up, watch this short (45 second) video.
What to do after the conversation?
The biggest impact from any performance conversation is what happens afterwards. Be sure to address the question: Now what? Discuss your next steps and what exactly you’ll do to assess your performance with your line manager for the remainder for the year.
The Q3 enabling conversations will feed into our annual performance review meeting and ratings, so we encourage you to keep track of your own progress in order to create a more constructive conversation on your performance in the long term.
For additional support you’ll find further manager and employee guidance, including FAQ’s and quick reference guides here.