Transition in. Move into "Follow-Up and Continuous Improvement" by linking it to the previous slide. Give the group a one-sentence "why this matters" before walking through the points below. Talking points (walk through each in order): 1. Why Follow-Up Matters. After the review conversation, the real work begins. Follow-up and continuous improvement transform reviews from one-time events into ongoing dialogues that drive growth Facilitator tip: say this in your own words, then ask the group for a real example of "why follow-up matters" from their own team before moving on. 2. Document Key Points and Agreed Actions. Immediately after the review, summarize the discussion and decisions made—goals, development plans, and commitments from both sides. Documentation ensures clarity and accountability and serves as a reference for future conversations Facilitator tip: say this in your own words, then ask the group for a real example of "document key points and agreed actions" from their own team before moving on. 3. Schedule Regular Check-Ins. Don't wait until the next annual review to revisit progress. Set up periodic meetings (monthly or quarterly) to track progress on goals and address challenges early. These check-ins maintain momentum and show employees their development is a priority Facilitator tip: say this in your own words, then ask the group for a real example of "schedule regular check-ins" from their own team before moving on. 4. Provide Ongoing Feedback and Support. Feedback should be continuous, not limited to formal reviews. Recognize achievements as they happen and address issues promptly. This approach prevents surprises and fosters a culture of transparency and trust Facilitator tip: say this in your own words, then ask the group for a real example of "provide ongoing feedback and support" from their own team before moving on. 5. Adjust Goals as Needed Based on Progress. Business priorities and individual circumstances change. Be flexible and willing to update goals when necessary. This adaptability keeps objectives relevant and achievable, ensuring employees stay engaged and motivated Facilitator tip: say this in your own words, then ask the group for a real example of "adjust goals as needed based on progress" from their own team before moving on. 6. Maintain Compliance. Remember that performance reviews must comply with Title VII, ADA, Pregnancy Discrimination Act, and Equal Pay Act to maintain fairness and avoid legal risks Facilitator tip: say this in your own words, then ask the group for a real example of "maintain compliance" from their own team before moving on. 7. Goal. Transform performance reviews into an ongoing dialogue that drives growth, improvement, compliance, and equity Facilitator tip: say this in your own words, then ask the group for a real example of "goal" from their own team before moving on. Engage the room. Ask for a show of hands: who has faced a situation like this in the last month? Timing & transition. Aim for roughly 6–7 minutes on this slide. When the points have landed, transition forward with a short bridge such as "Now that we've covered follow-up and continuous improvement, let's look at what comes next."

Speaker Notes · Slide 1

How to Conduct Effective Performance Reviews