Step 5: Performance Conversations

Document created by Bridge Doc Team Employee on Apr 2, 2019Last modified by Bridge Doc Team Employee on Oct 8, 2019
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This tutorial is part of the Bridge Playbook.

Step 5: Performance Conversations

Initiative Overview


Performance conversations introduce periodic updates for managers to check in with their employees,  reflect on their achievements, plan for the future, and refine their career development plans.


Manager-employee conversations are critical to fulfilling employee needs and helping them to achieve their potential. Frequent informal 1on1s should be complemented with more formal periodic performance conversations, ideally quarterly. For best results, these conversations should take place separately from an annual compensation related review process so that employees and managers can focus on employee growth. When context is set appropriately and both the manager and employee are prepared, performance conversations can be a motivating milestone in an employee’s career.


When it’s time for a performance conversation, Bridge walks both the employee and the manager through a simple template that encourages them to reflect on successes and achievements since the last performance conversation, plan for the next period, and add any other topics that may be on their minds. Performance conversations are also a great time to review career aspirations and an employee’s current development plan.

What To Watch For

Focus on Growth

Regardless of our intentions, traditional annual performance reviews typically focus on compensation and performance measurement due to their timing. Strive to clearly communicate that the purpose of these conversations is different—growth and performance enablement. What can the employee, manager, and company do to help ensure the employee’s success?


Build on Other Initiatives

Performance conversations will be more effective when employees and managers are familiar with the employee’s drivers, are having regular 1on1s (see the previous culture roadmap steps), and their Career Everest and Development Plan have been defined (in future culture roadmap steps).


Adapt as Needed

After you begin performance conversations, monitor participation and follow up to understand what stopped people from participating. Based on feedback from your team, you may want to consider modifying the template for the next occurrence.


Timeline Overview

Timeline dates are based on the number of days before or after the date you roll out Performance Conversations to your company. For instance, T-1 represents one day before your launch date, while T+7 represents seven days after your launch date.


Minimum average work time total: 160 minutes*



  • T-30 Configure Performance Conversation Settings (60 minutes)
  • T-21 Draft [Email] Introduction to Performance Conversations with CEO/VP People (30 minutes)
  • T-14 Customize [Course Library] Performance Conversations with Your Manager (20 minutes)
  • T-14 Customize [Course Library] Performance Conversations for Managers (20 minutes)



  • T-14 Publish [Course Library] Performance Conversations Courses (10 minutes)
  • T-14 Distribute [Email] Introduction to Performance Conversations (10 minutes)
  • T-7, T-1, T+5 Distribute System Reminders



  • T+14 Distribute [Email] Performance Conversations Followup (10 minutes)
  • T+21 Encourage Continuous Culture Adoption (variable*)


View the step-by-step walkthrough for the Performance Conversations Timeline Tutorial.