Organizations need a performance management system that actively works for both employees and business growth. A one-and-done is not going to cut it, and neither will generic check boxes. 

It must be a living conversation that is documented, well-facilitated, and empowers the employee to become invested in their career and their team. Managers must actively seek input from workers and balance that against strategic growth, keeping it future-focused and goal-oriented. 

Here is a multi-step framework that managers can use to ensure they are motivating employees, increasing productivity, and retaining top talent. 

Solicit employee input: Sit down with the direct report one-on-one in a private setting. For remote workers, facilitate this coaching session through Zoom or other virtual meeting platform. During this meeting, give the employee the floor. Encourage them to share their accomplishments, disappointments, how they have grown, where they want to go with their career, and any other issues they want their manager to be aware of. Leaders must avoid dismissing, demeaning, or correcting the feedback they are being given. Stick to asking clarifying questions and taking great notes. 

Give coaching from managers: After considering what they learned from the employee input and how it ties into the needs of the organization, it is time for the manager to provide their direct report with coaching. They should start with reviewing the strengths that person brings to the team and why the company appreciates their efforts. Back up those observations with individualized examples of a job done well. That opens the door for the next part of the conversation: focus areas. These will be what the employee should focus on developing and improving for the next year. Avoid thinking of this as a list of weaknesses. A few examples of good focus areas for employees could include delegation, time management, or product expertise. Keep it future-focused and empower the employee to own the plan for meeting goals.