Did you know that managers spend an average of 210 hours a year on performance discussions with their employees? Though performance review discussion is an integral part of every organization, almost everyone dreads them.
Do they have to be that scary? Well, not if you discuss just the right things with your employees during the review!
With the evolving workplace landscape of 2025, performance discussion topics have expanded beyond traditional metrics. Today’s effective performance conversations must address remote work dynamics, AI integration, mental health considerations, and diversity initiatives to truly support employee growth and organizational success.
As managers, it is your responsibility to conduct performance discussions with your employees and provide them with a fair and accurate review.
It’s important to be prepared ahead of time, but it is equally important to bring up the right things during the performance discussions.
These discussions can result in strategic planning of workplace goals and objectives and help you set OKRs for your team easily. Moreover, asking the right things will help you locate bottlenecks in the process and may even lead to subtle things that can increase the team’s productivity.
This article will provide you with 7 things to bring up during performance reviews to get the most out of the discussions.
Also Read: Onboarding Survey and How to Conduct it
What’s the Purpose of Performance Review Discussions?
The purpose of a performance review discussion is to understand the performance of an employee in the core business areas. The responsibilities and actions performed by an employee in accomplishing the tasks and any other initiatives taken by them to drive the team and the organization towards their objectives.
It is important to understand the things to discuss during the performance review to make it streamlined and employee-centered. The below points will help you in making your next review meeting more strategized and focused on the employee’s improvement.
Also Read: Performance Review Discussion Tips for 2022
7 Things to Bring Up During Performance Reviews
It is important to understand the subtleties of performance reviews to make it streamlined and employee-centered. Here is the list of 7 things you must cover in every performance discussion to let your employees have a fair and accurate understanding of their performance.
1. Acknowledge Accomplishments
Always remember to acknowledge the good work that your employees do or find something good about your direct reports to talk about in a performance review meeting. They need to understand that you are monitoring both the positive and negative aspects of their performance. Moreover, this helps you make them feel comfortable with the conversation.
Example:
“Priya, I want to start by acknowledging the excellent work you did on the last project. Your attention to detail and ability to meet tight deadlines were commendable. The client even mentioned how pleased they were with the final delivery. Keep up the great work, and let’s build on that momentum.”
Open your conversation by calling out two recent wins—whether it’s exceeding a sprint goal or mastering a software feature. Research finds that beginning with genuine recognition can raise engagement by over 20%, setting an upbeat tone for everything that follows.
2. Talk About The Gaps In Knowledge
A leader always lets people know about their shortcomings and shows them a way to improve themselves. It is very important for you as a manager to recognize and talk about your employees’ gaps in knowledge. This helps them understand what is expected of them and evaluate themselves better.
Example:
“Ravi, I noticed that while your project management skills are strong, there seems to be a gap when it comes to financial forecasting. It’s an important skill for the upcoming projects, so I recommend taking a short course or collaborating with the finance team to bridge this gap. This will help you manage budgets more effectively.”
Also read: Performance review questions for managers: A guide to performance reviews
3. Discuss Things That Need Improvement/ Change
There are many things other than just the knowledge gap that result in a lack of performance. As a manager, you should let your team members know what could be changed about their current performance and where they need improvement.
A performance review meeting should be a place where you both communicate and plan where you could improve as individuals and as a team to improve your performance.
Example:
“Shweta, while you’ve been delivering quality work, I’ve observed that meeting deadlines has been a consistent challenge in the past quarter. We need to work on improving time management so that tasks are completed on schedule. Let’s discuss strategies you can use to prioritize tasks and allocate time more effectively.”
4. Ask For Suggestions
Sometimes, it is important to listen to your employees. They could have really valuable suggestions to give about how the team could function and contribute to organizational success. Also, asking for suggestions from your employees gives them a chance to participate and contribute to the organization actively.
Example:
“Ajay, I’d love to hear your thoughts on how we can improve the team’s workflow. You’re on the frontlines every day, and your insights could help us streamline processes or even adjust some of the current strategies we’re using. What’s something you think could be changed to make things more efficient?”
Lean into questions that start with ‘How did you feel when…?’ or ‘What was your biggest takeaway from…?’ Then repeat back key phrases you heard. This simple mirroring builds trust and often reveals hidden blockers before they derail progress.
Also Read: 7 Reason To Set Employee Goals
5. Discuss Employee’s Long-term and Short-term Goals
As a manager, you should know the answer to these two questions about your employee.
According to HRM Canada, 85% of workers feel they could be more efficient at work, but because of skill underutilization, do not live up to their full potential!
Asking about their short-term goals makes you understand what they have planned for the current role in your organization helps you both stay on the same page concerning their goals and helps you utilize their skills and potential to the fullest.
Asking them about their long-term goals will help you understand what they expect from their current job and how they would be able to adjust to the changing trends in your industry.
Example:
“Soha, I’m curious to know what your short-term goals are in your current role. Where do you see yourself excelling in the next six months? And looking further ahead, do you have long-term aspirations within the company? Let’s figure out a plan to ensure you’re on track to reach those milestones.”
6. Clarity Of Role
Research from the University of Cambridge tells us that employees find more success in their roles when they’re given clear expectations. Utilize your performance review meeting to clarify the role of your employees in the organization and set specific goals for them.
Example:
“Vikas, I want to ensure that you’re clear on your responsibilities and what is expected of you in your role as a team leader. Your main focus should be managing client relationships while ensuring the team stays on track with deliverables. Is there any part of your role where you feel you need more clarity or support?”
Also read: Your Comprehensive Guide To 360-Degree Feedback In The Modern Workplace
7. Make A Performance Improvement Plan
Once you clarify your employee’s role in the organization, it is important to make a performance improvement plan for them. This doesn’t imply that their past performance wasn’t good enough, you can always aim to improve your future performance. So use this performance review meeting to come up with a proper performance plan and set OKRs for your employees!
Example:
“Let’s work together on a performance improvement plan to help you succeed in the next quarter. We can set OKRs that are realistic and aligned with both your goals and the company’s. For example, let’s aim to improve client satisfaction scores by 10% and ensure all reports are delivered on time. We’ll review progress in our monthly check-ins.”
8. Address Work-Life Balance and Well-being
In today’s post-pandemic workplace, employee well-being has become a critical factor in performance and retention. A performance discussion should include conversations about work-life balance, stress management, and overall employee wellness. This shows you care about your employees as whole people, not just their work output.
Research shows that employees with better work-life balance are 21% more productive and have 40% lower turnover rates. As a manager, addressing well-being during performance discussions helps prevent burnout and identifies support needs early.
Key areas to cover:
- Current stress levels and workload management
- Flexible work arrangements and their effectiveness
- Mental health support and resources available
- Time management challenges
- Personal life factors affecting work performance
Example: “Sarah, I want to check in on how you’re managing your workload and overall well-being. I’ve noticed you’ve been working late hours recently. How are you feeling about your current work-life balance? Are there any adjustments we can make to your schedule or workload to help you maintain peak performance while taking care of yourself?”
Follow-up questions to ask:
- “What support do you need to better manage your workload?”
- “How effective are our current flexible work policies for you?”
- “Are there any stressors at work that we should address?”
- “What wellness initiatives would be most helpful for you?”
9. Discuss Learning and Development Opportunities
Continuous learning is essential in today’s rapidly evolving workplace. A performance discussion should explore current skill gaps, learning preferences, and development opportunities that align with both employee interests and organizational needs. This conversation demonstrates your investment in their professional growth.
According to LinkedIn’s 2024 Workplace Learning Report, 76% of employees want more learning opportunities, and companies with comprehensive learning programs have 53% lower attrition rates.
Key areas to cover:
- Current skill assessment and future requirements
- Preferred learning methods (online courses, mentoring, workshops)
- Industry certifications or credentials needed
- Cross-functional learning opportunities
- External conference or training requests
Example: “Raj, let’s talk about your professional development. I’ve seen your strong performance in data analysis, and I think there are opportunities to expand your skills in machine learning. What areas of professional development interest you most? Are there specific courses, certifications, or learning experiences you’d like to pursue in the next quarter?”
Follow-up questions to ask:
- “What new skills do you want to develop this year?”
- “How do you prefer to learn – through formal training, mentoring, or hands-on projects?”
- “Are there any industry trends or technologies you’d like to explore?”
- “What learning budget or time allocation would help you grow professionally?”
10. Plan Next Steps and Follow-up Actions
Every effective performance discussion must end with clear, actionable next steps and a concrete follow-up plan. This ensures accountability and demonstrates that the conversation was meaningful rather than just a formality. Without this section, even the best performance discussions lose their impact.
Studies show that employees are 3x more likely to improve performance when there are specific action items and regular check-ins scheduled after performance discussions.
Key areas to cover:
- Specific action items with deadlines
- Resources or support to be provided
- Timeline for follow-up meetings
- Success metrics and milestones
- Documentation and tracking methods
Example: “Amit, let’s summarize our discussion and create a clear action plan. Based on our conversation, you’ll work on improving presentation skills by attending the communication workshop next month and presenting to the team by quarter-end. I’ll arrange mentoring sessions with our senior manager, and we’ll check progress in our monthly one-on-ones. Does this timeline work for you?”
Action planning template:
- Immediate actions (next 30 days): Specific tasks with deadlines
- Short-term goals (next quarter): Skills development and project outcomes
- Long-term objectives (next 6-12 months): Career progression and major improvements
- Support needed: Resources, training, or assistance required
- Check-in schedule: Frequency and format of follow-up discussions
Follow-up questions to ask:
- “What support do you need to accomplish these action items?”
- “Are these timelines realistic given your current workload?”
- “How would you like to track progress on these goals?”
- “When should we schedule our next formal performance discussion?”
How Engagedly’s Performance Review Module Fosters Meaningful Dialogue and Growth
Performance reviews often fall short of their potential, bogged down by formality and one-sided feedback. This can lead to missed opportunities for development and hinder organizational progress. Engagedly’s performance review module aims to bridge this gap, facilitating effective dialogue, data-driven insights, and actionable outcomes to empower both individuals and organizations.
Structured Dialogue for Focused Conversations:
Pre-defined and Customizable Questions: Engagedly provides role-specific question sets to guide discussions, ensuring key areas are addressed. Managers can further personalize these questions to tailor the review to individual needs and objectives.
Real-time Feedback Exchange: The platform encourages a two-way dialogue, allowing employees to contribute their perspectives alongside manager feedback. This fosters open communication and builds trust.
Data-Driven Insights for Informed Decisions:
Performance Data Integration: Engagedly seamlessly integrates data from various sources, including goals, feedback, and recognition metrics. This paints a comprehensive picture of individual performance and contribution.
Visualized Data: Data is presented in clear and concise dashboards, making it easy for both managers and employees to understand strengths, weaknesses, and areas for improvement.
Goal Alignment Review: The review process facilitates assessing progress towards individual and team goals, ensuring alignment and identifying potential roadblocks or adjustments needed.
Actionable Outcomes for Continuous Improvement:
Personalized Development Plans: Based on the review discussion and data insights, Engagedly helps create personalized development plans. These plans outline concrete steps for improvement, skill development, and career advancement.
Continuous Feedback and Growth: The platform encourages ongoing performance conversations throughout the year, fostering a culture of growth and continuous improvement.
SMART Goal Setting for Future Success: The review informs the setting of SMART goals for the next period, ensuring alignment with individual and organizational objectives and driving future success.
Engagedly’s performance review module extends beyond the annual formality, offering:
Transparency and Trust: The platform encourages open communication and trust-building between managers and employees, leading to a more engaged and productive workforce.
Informed Talent Management: Data-driven insights enable informed talent management decisions, promoting talent development, succession planning, and retention.
Organizational Growth: By aligning individual development with organizational goals, Engagedly empowers the entire organization to reach its full potential.
Engagedly’s performance review module is not just a checklist; it’s a catalyst for meaningful dialogue, actionable insights, and continuous improvement. Transforming performance reviews into productive conversations that drive growth, unlocks the potential of both individuals and organizations, paving the way for a thriving future.
Conclusion
A performance discussion is an integral part of an organization. It helps in finding potential employees and providing them with the right opportunities and skills to excel in their careers. Additionally, managers can also provide constructive feedback to employees whose performance is not on par with the standards.
By inculcating the review meeting points discussed in this article, you can make the process clear, actionable, and employee-centered. You can use these performance review topics during your annual, quarterly, or biannual performance review discussion.
