When preparing, ensure both manager and employee have planned and prepared well for the conversation by:
- Ensuring you have both familiarised yourself with the process.
- Giving the employee the Values Based Appraisal guide in advance of the meeting, so they have full understanding of the process.
- Reminding yourself (both manager and employee) of what has been achieved over the last 12 months.
- Reviewing the progress and support needed for all staff in the Succession Review meeting.
- Giving the employee protected time beforehand to encourage them to complete the self-assessment and other documentation and reflect on where they think their potential sits within the context of the Career Conversation Framework.
- Considering and bringing wider evidence to support the discussion e.g.
- Self-assessment results page
- Feedback and reflections on what you found out
- Past objectives and performance outcomes
- Examples of work
- KSF Outline or other relevant frameworks
- Making sure you have time before hand so you are both in a good place mentally to be able to have a good conversation.
- Ensuring enough time is given for the meeting and that the time is protected.
- Being mindful of the environment where you hold this conversation – using quiet and comfortable surroundings.