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Performance conversation resources

Last updated on August 26, 2025

Any conversation about an employee and their work is a performance development conversation.

It can be:  

  • An informal check-in  
  • A regular one-on-one
  • Recognition for a job well done  
  • Coaching or feedback  
  • A more formal conversation when trying to change behaviour 

Meaningful conversations about performance and development help: 

  • Build the relationship between supervisor and employee, creating trust 
  • Provide clarity to the employee, such as: what’s my job, how am I doing so far and what do I need to improve 
  • Provide insight about what’s important to each employee and what motivates them 
  • Make the process meaningful to employees: a supervisor can offer feedback and suggestions based on the employee’s career interests 
  • Create an opportunity to discuss working styles 
  • Build engagement and improve results

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Effective conversations

Conversations are effective when:

  • They are authentic and genuine 
  • They come from a place of wanting to improve and develop 
  • They include elements of evaluation, recognition and coaching as required 
  • Participants receive feedback from a source they trust and feel safe 
  • Participants come open to learn and listen 
  • Participants prepare in advance 

Elements of a meaningful conversation

When preparing for and holding performance conversations, consider the following tips:

  • Prepare in advance. Be clear on your intent, purpose and what you hope to achieve. Let participants know ahead of time when you will meet and what you will discuss
  • Take some time to reflect before the conversation. Review the conversation template ahead of time to help you prepare. The template includes sample questions you might discuss
  • Participants are more likely to appreciate and integrate feedback when it can help them improve and develop. Check in with yourself and make sure your feedback will achieve this
  • Ask open-ended questions to encourage reflection and learning. You may choose to plan questions ahead of time. Each conversation template includes sample questions and other supports
  • Ensure you and all participants share a common understanding of key messages and future actions. Document significant commitments in the conversation template
  • Recognize and acknowledge the efforts, perspectives and circumstances of all participants. We all want to feel seen, heard and understood
  • Ask for feedback to learn more about what you can do to improve the quality and content of future conversations. Then apply that feedback in your future conversations

Performance conversation template resources

Use the performance check-in template and conversation resources for most conversations. It includes options to:  

  • Capture progress against goals  
  • Celebrate successes  
  • Discuss ways to improve future performance outcomes  
  • Record a performance evaluation 

To support conversations needing a more specific focus, use the other conversation templates:

How to use the MS Word versions of the conversation templates

  • Review the conversation template resource most related to the type of conversation you would like to have 
  • Schedule a conversation with your conversation participant and let them know what you would like to talk about 
  • Complete a conversation template (MS Word) of your choice 
  • Once you and your conversation participate have each had the opportunity to add comments and review each others’ comments, sign the conversation 

To add the completed conversation template (the conversation template has both the employee’s and the supervisor’s signature) to the employee’s Performance Development profile and employment record, either: 

  • Email the completed conversation template to Performance.development@gov.bc.ca
  • Submit the completed conversation template via an AskMyHR (IDIR restricted) service request. Use the categories Myself > HR Software Systems Support > Performance Development Platform 

The performance development team will confirm with both conversation participants that we have the final version of the conversation to be documented.

You can also access and complete the conversation template resources within the My Conversations section of the Performance Development Platform (PDP) (IDIR restricted)