Managers should tailor their one-on-one agendas to get at the issues unique to long-distance work relationships.

Managers and employees should meet once a week to discuss priorities, obstacles, development, and other important topics.

Asking direct reports to provide you with written status updates at the end of each week can help you stay on top of progress and identify roadblocks.

Assessing performance starts with asking the right questions. These sample review questions address leadership, project management, and other criteria.

Performance reviews are a critical part of the continuous feedback process. Use these questions to assess employee performance for the last twelve months.

Having regular one-on-one conversations between managers and employees is essential to maintaining an open line of communication about job performance and happiness.

Setting SMART goals helps you dive into the details, building a sense of urgency and ensuring goals align with business targets.

Setting goals for employees and teams is at the core of any performance management plan. Objectives and key results (OKRs) help ladder up individual and team goals to top-level business objectives.

Setting effective goals will help you align your team’s work, set expectations, and ultimately create a guide for one-on-one meetings and performance conversations.

Your employees’ onboarding experience can have a big impact on their long-term engagement, performance, and overall satisfaction. Get feedback on your process with these questions.

Whether you’re grappling with a pandemic or natural disaster, it’s critical to check in with employees during times of crisis. Ask these questions to see how they're feeling and if they need help.

Knowing whether your DE&I initiatives are actually hitting the mark means asking the right questions. Use this template to get a deeper understanding of inclusion, psychological safety, and belonging.

Competency or job leveling matrices help make career development next steps clear for both direct reports and their managers. Use this matrix for individual contributors.

Competency or job leveling matrices help make career development next steps clear for both direct reports and their managers. Use this matrix for managerial roles.