Learning and Support Resources
Reviewers
A Performance Review should reflect conversations, actions and activity that has happened throughout the year. This should be positioned as a reflective forward-looking meting recognising what has gone well and what areas of improvement are.
- Thinking about how well you know your team and individuals within your team.
- Understanding that behind every role at the University of Manchester is a human being, a person who wants to be seen as a person and not just a worker.
- Exploring ways to help you connect with your people in a way that supports their growth, encourages listening, understanding and sharing purpose and vision. Helping people to understand the part they play in our collective success as a university.
Leading the conversation - A Performance Conversations Toolkit
Coaching questions to help your conversations
What do you expect from them on a day-to-day basis in their role?
Coaching questions:
- what do you feel is expected of you in your role?
- where should you find information about what is expected of you? What can I do to help?
- what do you need to do to exceed expectations?
- what contributes to your day-to-day success? What do you do well?
- what hinders your success? What do you not do so well?
- how can you make your day-to-day work more successful?
- what satisfction do you take from your work and what will it take for you to really enjoy it?
What development do they need to deliver in their role and/ or progress in their career?
Coaching questions:
- what are your career goals? What aspirations do you have?
- what would you need for you to be successful in your objectives/career progression?
- what do you need to do differently to be successful in your objectives/career?
- what do you need to stop doing in order to be more successful?
- what support do you need from me to contribute to your success?
- when will you know you have succeeded? How will you know?
What is someone's specific contribution to the Directorate this year - linked to strategic priorities?
Coaching questions:
- what is the level of knowledge regarding the function's/Directorate's priorities? Are there any gaps that I can assist with?
- how do you see your role contributing to what we want to achieve as a function/Directorate? What influence do you feel you have over them?
- what success have you had that you believed contributed to our strategic priorities?
- looking at what you need to acheieve, how will you measure success? How will these measures relate to the function's/Directorate's success measures?
What behaviours or attributes are needed to effectively deliver in the role?
Coaching questions:
- How would you describe you work behaviours?
- How does your work behaviour contribute to your success?
- What works for you/what doesn't work for you?
- What kind of behaviours do you need to stop displaying in order to be more successful in your role?
- How do you engage with others in your role? How would you describe these relationships? What can you do to make them more successful?
- What feedback do you need to get about your work behaviours? Who do you need to ask/speak to?