Have the employee review how the year went from their perspective.
What went well during the year?
What new roles did people take on?
Will they continue?
What were the challenges?
How can the manager provide support?
Discuss how things changed and how the employee adapted:
Revisit projects, deadlines, and priorities.
How did goals and priorities change?
Reassess priorities, success metrics, and quality level - given limited business operations and resources.
Communicate with respect and care
Listen for understanding.
Ask for feedback and provide feedback: focus on the behavior, not the person.
Ask open-ended questions to further understanding and dialogue.
Keep in mind the intangibles: emotional, cognitive, and physical fatigue.
Plan for follow up & schedule regular check-ins.
Focus Forward: Goals and Development
Define performance goals: consider disruptions as a potential for new opportunities.
Capture how can strengths and talents be used in new ways.
Utilize an optional Individual Development Plan (IDP) Individual Development Plan (IDP) — a tool to encourage ongoing professional development.
For schools and units already using an IDP, continue using your form.
Take advantage of Organizational Learning & Development's resources to assist you. Check out uab.edu/learndev to find L&D resources in our Learning Center, including programs, tools, and just-in-time learning.
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