scenarios

This is a great position to be in! You should celebrate their contributions and ensure you are focusing on what motivates them. Oftentimes people who consistently meet expectations are the rockstars who are motivated by helping others versus taking on more responsibility. Consider having them teach or mentor new hires or take on a role presenting in team meetings. Although they may be meeting expectations overall, consider areas of focus to provide feedback on:

• Are there areas they should try to improve in? Can you assign them a task or project from your list to help develop in this area?
• Are there a few times where they went above and beyond that you can provide recognition in order to show gratitude & encourage more that performance?

How to have this conversation?

How to have this conversation?

First off, ask yourself a tough question - have I been clear about my expectations?

• Is there an opportunity here to clarify?
• Are there early wins to celebrate?
• Are there early flags to raise?

Do I need to do anything different in 15Five other than answer the questions honestly? Yes. Complete the bottom section of the review and discuss with HR prior to the conversation. How to have this conversation ?

• Focus on areas you are misaligned
• Describe what success looks like
• Ask “how can I better support you to improve?”

Should I spend the least amount of time on these reviews? No ! Your best performers actually deserve the most time. Consider how to stretch them and recognize them based on how they are motivated