The 15-Minute Progress Conversation
Use a four-part continuous performance conversation to keep goals current and fair.
The reframe: the goal is not managed by the calendar; it is managed by the conversation. Evidence Ask what changed in the observable data or behavior since the last check-in. This prevents the conversation from becoming a mood report. Blocker Ask what is slowing progress and whether it is inside the employee's control. This separates accountability from unsupported effort. Confidence Ask for a simple confidence score. A number surfaces risk early and gives the manager a reason to coach, unblock, or renegotiate scope. Next Action End with one visible action and a date. Without that, the check-in produces awareness but…
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