Developing Performance conversations

The intent of the Developing Performance process is to engage all employees in meaningful conversations about their performance and its development. These conversations should support the team member to identify key aspects of their role, their strengths and development needs, related capability development options and career aspirations. Skilful facilitation of these conversations empowers individuals to perform at their best.

Conversations are:

A shared responsibility
- These conversations are not about having something done to you, as performance management systems may have been about in the past. They are about empowering and supporting team members to talk about their work role and enabling them to be responsible for the direction of their own development.
Ongoing
- This process is a four-phased ongoing process. It is not about a conversation once or twice a year, nor is it about talking to people only when they are not performing. The Managing Unsatisfactory Performance Process is a completely separate process to the Developing Performance Framework. The process is about providing team members with the time and space to have conversations about their work, career goals, necessary support and professional development, so they feel valued and supported in their work role.
Formal and informal
- These conversations are not just about having formal conversations about performance and development. Informal conversations are also extremely important and a great opportunity to talk about whether the professional development team members have chosen is working for them. The 'on the spot' feedback and informal checking-in with the team members are also great ways of creating a Developing Performance culture.

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This page was last reviewed on 08 Jun 2011