The Performance Conversation

Turning Evaluations into Growth-Focused Dialogues

Performance reviews.Even the name can make people tense up. For many leaders—and their staff—evaluations have become a necessary but dreaded part of the job. There’s often a sense of pressure, awkwardness, or even anxiety surrounding them. But here’s the truth: performance conversations don’t have to be a stressful event - for either party. When done intentionally, they can be some of the most meaningful and energizing moments in your leadership journey.

As we begin a new fiscal year, many of us are looking at our sustainability goals, client visits, and team growth. But behind every metric is a person—a home visitor showing up for families, navigating complex challenges, and doing deeply human work. A performance conversation is an opportunity to recognize that. It’s your chance to connect, reflect, and inspire growth—not just measure output.

Let’s reframe performance reviews into what they were always meant to be: growth-focused dialogues rooted in trust, curiosity, and shared purpose.

Moving Beyond the Numbers

In home visiting, outcomes matter. We track a lot of data—and for good reason. But numbers never tell the full story. A staff member might hit every data point and still be burned out or disengaged. Another might be growing rapidly, even if their metrics need support. As leaders, we need to hold both realities at once.

Performance reviews shouldn’t only ask: “Did you meet your goals?” They should also ask:

• “What helped or hindered your progress?”

• “Where did you feel most connected to your work?”

• “What do you want to build or strengthen in the year ahead?”

• "Is there something new you'd like to learn?"

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These questions open the door to insight. They help us understand not just what’s happening—but why.

Preparation: Set the Tone Before You Set the Meeting

If the only time a staff member hears feedback is during their annual evaluation, the review is bound to feel heavy. That’s why preparation starts months before the formal conversation—with regular check-ins, reflective supervision, and clear expectations.

That said, when it’s time for the official review, a little extra prep goes a long way. Here are a few steps to make sure the conversation is grounded and constructive:

1. Create psychological safety.

Send a message ahead of time explaining the tone of the meeting: “This is a space to reflect on the past year, celebrate wins, and set goals together. It’s not a pass/fail meeting—it’s a conversation about growth.” This lowers defensiveness and builds trust.

2. Share materials early.

Give staff a copy of the review framework, evaluation form, or guiding questions ahead of time. It gives them a chance to reflect and avoids surprises.

3. Ask for self-reflection.

Invite them to prepare with prompts like:

• What accomplishments are you proud of this year?

• Where did you feel stuck or need more support?

• What are your professional goals for the coming year?

When staff walk into the room already thinking about these things, the conversation becomes a two-way exchange—not a download from you to them.

During the Conversation: Lead with Curiosity, Not Judgment

The best performance conversations feel less like a review and more like a collaboration.

They’re rooted in curiosity, not criticism. That doesn’t mean avoiding tough feedback—but it does mean delivering it with care and clarity.

Try These Strategies:

✦ Start with strengths.

Begin by recognizing specific contributions: “You’ve built such strong relationships with your families—it shows in your dedication and the way you show up.” When people feel seen, they’re more open to feedback.

✦ Be specific and balanced.

Vague feedback is frustrating. Instead of “Your documentation needs work,” try:“I’ve noticed some of your visit notes have gaps in developmental details. Let’s look at how we can make that more consistent and less stressful for you.”

✦ Stay future-focused.

If a staff member struggled this year, acknowledge it, but move toward what’s next:“I know this year had some hard moments, especially juggling caseload and personal responsibilities. What support do you need to feel more balanced and successful moving forward?”

✦ Invite insight.

Ask reflective questions like:

• “What part of your work energizes you most?”

• “What skills would you like to strengthen this year?”

• “How can I support your growth?”

These questions shift the power dynamic from “I evaluate, you perform” to “We’re in this together.”

Navigating Tough Conversations

Not all reviews will be easy. Sometimes performance issues must be addressed directly. In those moments, clarity is kindness. But even when the message is hard, the delivery can be respectful and rooted in belief in the person’s capacity to grow.

Consider These Phrases:

• “I want to have an honest conversation with you because I care about your success here.”

• “This is something we need to improve, and I believe you have the capability.”

• “Let’s talk about what support or changes might help.”

  
  

Always pair accountability with empathy. And don’t underestimate the power of following up afterward to check in on progress—not just to monitor, but to reinforce that you’re invested.

Beyond the Meeting: Make It a Year-Round Practice

The performance conversation should be part of a larger rhythm of feedback, recognition, and reflection.

Try Integrating:

• Monthly goal check-ins: Brief, focused chats to revisit progress

• “Strengths snapshots”: Quick notes of appreciation emailed or shared in person

• Peer feedback: Encouraging team members to recognize each other’s growth

• Self-reflection time: Building in moments for staff to track their own development

When feedback becomes part of the culture—not just the calendar—your team becomes more agile, more self-aware, and more aligned.

The Bigger Picture: Why It All Matters

One of the most powerful things in someone's professional life is feeling valued and supported in their role. A thoughtful performance conversation does just that. It says:“I see you. I see your effort. I see your potential. And I’m here to walk with you as you grow.”

That’s leadership. That’s culture-building. That’s how we retain great people—and help them thrive.

As we head into a new fiscal year, let’s not treat evaluations as a task to check off. Let’s use them as a reset button, a relationship builder, and a launchpad for the year ahead.

Because when staff feel heard, supported, and challenged in a good way—they don’t just meet goals. They exceed them.

And that’s a win for everyone.