Managers and employees should meet once a week to discuss priorities, obstacles, development, and other important topics.

Asking direct reports to provide you with written status updates at the end of each week can help you stay on top of progress and identify roadblocks.

Managers should tailor their one-on-one agendas to get at the issues unique to long-distance work relationships.

360 performance reviews are crucial for providing employees with insight into how their work is valued by the company as a whole.

Self-evaluations are opportunities for employees to share perspectives on their own performance, actions, and choices.

As part of a comprehensive performance management program, mid-year reviews are a powerful tool for enabling managers and employees to ask questions, address roadblocks, and recognize wins.

Setting goals for employees and teams is at the core of any performance management plan. Objectives and key results (OKRs) help ladder up individual and team goals to top-level business objectives.

Setting effective goals will help you align your team’s work, set expectations, and ultimately create a guide for one-on-one meetings and performance conversations.

Setting SMART goals helps you dive into the details, building a sense of urgency and ensuring goals align with business targets.

Knowing whether your DE&I initiatives are actually hitting the mark means asking the right questions. Use this template to get a deeper understanding of inclusion, psychological safety, and belonging.

A year into a global pandemic, HR teams are beginning to draft their long-awaited reopening plans. Determining the who, what, where, and when will require employee input.


Whether you’re grappling with a pandemic or natural disaster, it’s critical to check in with employees during times of crisis. Ask these questions to see how they're feeling and if they need help.

This manager’s resource includes a list of development-focused questions you can ask during one-on-ones, as well as a worksheet for jotting down observations and next steps.

Competency or job leveling matrices help make career development next steps clear for both direct reports and their managers. Use this matrix for managerial roles.

Competency or job leveling matrices help make career development next steps clear for both direct reports and their managers. Use this matrix for individual contributors.