Employee Engagement (Meetings)
A single hub for meaningful conversations across the employee lifecycle—1:1s, quarterly checkpoints, annual reviews, training plans, and pay rise preparation. With a structured framework, managers and team members gain clarity, strengthen relationships, and create transparent pathways for growth and performance.
Explainer: Driving impact through clarity
Fast Start: Priority Setting
Tip: Ground your plan in the SLT’s priorities so your focus areas directly contribute to the company’s big-picture goals
Which of the SLT’s strategic priorities resonate most with your role?
How do you see your work contributing to these larger company goals?
Are there areas where you need more clarity on the strategy before setting your plan?
Tip: Narrow down to three to five key areas that will make the biggest difference this year, keep it focused and impactful.
What do you see as the top 3–5 priorities for your role this year?
Which areas of focus will create the biggest impact for the business?
Are there any initiatives from last year that should continue into this year?
Tip: Set clear KPIs or outcomes so progress can be tracked objectively and celebrated when achieved.
How will we know if you’ve been successful in each priority area?
What KPIs or milestones feel both challenging and achievable?
How should we track progress together throughout the year?
Tip: Identify the tools, training, and coaching you’ll need upfront, so there are no surprises down the track.
What tools, training, or resources will help you deliver on these priorities?
Are there skills you’d like to strengthen or develop to succeed this year?
Where do you anticipate challenges, and what support might you need from me or the team?
Tip: Be explicit about ownership — who does what, by when — to build clarity and commitment from the start.
Who else needs to be involved in delivering these priorities?
What specific commitments are you making, and by when?
How can we keep accountability clear and avoid overlap with others?
Purpose: Fast Start meetings set the foundation for the year by aligning each employee’s focus with the company’s strategic direction. They ensure clarity on expectations, define measurable goals, and provide the structure for tracking performance throughout the year.
- Translate company strategy into individual responsibilities.
- Define priorities that drive business outcomes.
- Establish clear success measures and accountability.
- Ensure resources and support are in place for execution.
The goal: To create alignment between organizational strategy and individual performance plans, ensuring every team member starts the year with clarity, direction, and the tools to succeed.
Duration: 60 Minutes
Frequency: Annually (early Q1, immediately after SLT strategic offsite)
Explainer: Turning Strategy into Action
1:1 Meeting’s
Tip: Start human-to-human, not just manager-to-employee.
How’s life outside of work going for you right now?
How are you feeling overall this week?
Anything recently that’s been a highlight or a challenge?
Tip: Shift into the workplace lens — team dynamics, support, and flow.
How’s the team collaboration going for you?
Are there areas where you need more support from me or the team?
Anything about our processes that’s been frustrating or working well?
Tip: Get aligned on the “now” — tasks, priorities, and focus
What’s your top priority for this next period?
How’s your current workload — manageable or too heavy?
Is there anything I can help unblock for you?
Tip: Surface risks and make sure they have what they need to deliver on priorities.
Looking at your priorities, what challenges do you foresee?
What could get in the way of hitting those priorities?
What do you need from me (or others) to make sure you can deliver successfully?
Tip: Close the loop and prepare for the next catch-up.
Let’s schedule our next meeting — what works best?
What’s one key takeaway from today’s chat?
Is there anything I should follow up on before our next 1:1?
Purpose: 1 on 1 meetings are regular touchpoints to keep communication open, strengthen engagement, and resolve issues early
- Align on priorities and expectations.
- Share feedback both ways.
- Stay focused and adapt quickly.
- Surface challenges early.
- Clarify next steps and schedule the next meeting.
The goal: keep manager and employee aligned, supported, and focused.
Duration: 15 to 30 Minutes
Frequency: Weekly/Fortnightly
Explainer: Meaningful One-on-Ones
Quarterly Checkpoints
Reflect: Review contributions, challenges, and learnings.
What are you most proud of since the last period?
What challenges or obstacles did you encounter?
What key learnings or takeaways stand out for you?
Identify: Highlight impact and areas needing attention.
Where do you feel you’ve had the greatest impact?
Are there any areas where impact has been less than expected or gaps remain?
What factors, within the team, business, or clients, have supported or impeded your impact?
Shape: Create clarity on expectations, goals, and priorities for the next period.
What are your goals and key priorities for the next period?
How will you know if you are on track to achieve them?
How will success be measured at the end of this period?
Enable: Provide coaching, update the development plan, and capture key notes and actions.
What support or coaching would help you achieve your priorities?
What updates should we make to your development plan (skills, training, growth)?
How can I best support you as your manager in the next period?
Purpose: Quarterly checkpoints step back to review progress and set a clear path forward. Using the RISE framework — Reflect, Identify, Shape, Enable, they create space to recognize contributions, surface gaps, set priorities, and provide support for growth.
- Reflect on contributions, challenges, and learnings.
- Identify impact and areas needing attention.
- Shape clarity on goals, expectations, and priorities.
- Enable progress with coaching, development planning, and agreed actions.
The goal: create alignment on progress and direction, while supporting ongoing growth and development.
Duration: 30 to 60 Minutes
Frequency: Quarterly (e.g., early Q2 & late Q3)
Explainer: Quarterly Checkpoints to review progress
Annual Review
Tip: This exercise is not only a good closure for the employee, it also helps the manager to see their ability to be introspective.
Employee must complete and share the prework 48 hrs prior: Employee Annual Review Rating Sheet
Tip: Managers should reflect on the overall impact of the employee’s contributions and consider areas where they could have approached things differently
This is a one-directional exercise, the manager’s final reflection on the year, which may also inform remuneration updates.
Tip: If a remuneration update applies, this is a one-directional communication, not for discussion or debate, simply the final decision being shared.
Tip: Close the review by thanking the employee for their contributions over the year, confirming any remuneration updates if applicable, and encouraging them to reflect ahead of the annual kickoff meeting for the year ahead.
Purpose: The Annual Review is a manager-led summary that closes out the year. It builds on the employee’s pre-submitted reflections and provides a one-directional overview of performance, growth, and organisational decisions.
- Review employee’s self-reflection on impact, learnings, and development adjustments.
- Provide the manager’s perspective on contributions, progress, and growth areas.
- Communicate remuneration outcomes (if applicable).
- Formally close the year with clarity on achievements and next steps.
The goal: provide closure on the year, recognising impact and growth, while ensuring clarity before priorities are reset in the new year’s planning cycle.
Duration: 15 to 20 Minutes
Frequency: Annual