Preparing for Performance Conversations
For some of you, upcoming conversations may involve explaining a rating that an employee may not have anticipated. These discussions can be challenging, particularly when there is a gap between expectations and outcomes.
To support you in navigating these conversations with clarity and confidence, we encourage you to attend the "Differentiating Behaviors" session:
This course is designed to:
- Strengthen your understanding of performance rating distinctions.
- Equip you with language and frameworks to clearly explain ratings.
- Help you approach these conversations with confidence and consistency.
Your ability to clearly differentiate and communicate performance is critical to maintaining fairness, transparency, and trust across your teams.
Being Intentional with Goal Setting
Equally important is how we approach goal setting. Thoughtful, well-structured goals are essential to driving performance, development, and engagement.
As you prepare goals for your teams, please ensure they are aligned to the following categories:
- Organizational Goals (Results-Focused)
- Drive measurable outcomes tied to department or organizational priorities
- Focus on results, not tasks
- Reflect core responsibilities
- Continuous Improvement Goals (Growth-Focused)
- Strengthen skills, capabilities, or processes
- Focus on professional growth and development
- Support current or future role effectiveness
- Engagement Goals (Culture-Focused)
- Support team engagement, culture, and collaboration
- Align directly with your team's engagement action plan
Review the Goal Setting Playbook for more information and tips!
Access the Playbook
Providing Quality Feedback
The performance review process has a direct impact on employee engagement and how valued employees feel. In the past, we have heard feedback that reviews with only a few sentences can come across as lacking thought or recognition, regardless of the actual rating.
Your feedback should reflect a meaningful investment in your employees. At a minimum, ensure that:
- Contributions and impact are clearly acknowledged
- Feedback is specific and tied to performance, not general statements
- Opportunities for growth are clearly outlined
- Comments align with and support the overall rating
We strongly encourage you to begin drafting your feedback now to allow for thoughtful, well-developed input rather than rushed or minimal comments. Taking the time to provide substantive feedback reinforces to employees that their work is seen, valued, and taken seriously.
Review the Coaching-on-the-Go informational page to explore three essential tools to sharpen your approach and lead with impact:
The Performance Management Coach is a new artificial intelligence (AI) tool designed to help University of Miami faculty and staff with questions about the Performance Management Program. It can assist with understanding the overall process, explain performance ratings, set SMART goals, provide coaching and guidance, and more! You can find it on the TALK website in the bottom right corner of the page (screengrab below for reference).
