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Goal setting conversation
I have had the opportunity to get acquainted with my work and have had an initial goal setting conversation with my manager. We discuss mutual expectations, the team plan and deliverables, and my development. My manager asks me what areas of the team’s work interests me and if there’s anything I may need support with.
Goal 1: Learn about the team’s work and processes until I am able to independently work without assistance
Goal 2: Connect with my team buddy to build tacit knowledge -
Check-in: Progress update
My manager and I have a check-in conversation to discuss how I have been going. We refer to the performance expectations wheel to discuss the four elements of my contribution and agree that I am on-track integrating into the team. We agree I have successfully completely goal 1 and 2 from my initial goal setting check-in.
Goal 3: Build on knowledge to take on different and more complex cases.
Action: Attend L&D courses that extend my knowledge and skills
Action: Shadow other team members -
Check-in: Back on track
I'm finding that I am struggling with the new case types and ask to check-in with my manager. We discuss the potential blockers to my work and where I may have development gaps. Through this coaching conversation, we agree on an action plan that may help me overcome these concerns and get back on track.
Action: Re-open goal 2 and engage with my team buddy for mentoring
Action: Request feedback more frequently throughout process so am able to learn and get timely support on my work -
Check-in: Recognition
My manager has a check-in to acknowledge all the great work I've been doing. They have noticed the frequent positive feedback I've received from team members and stakeholders. I'm comfortably managing complex cases and am a positive contributor to the team. They ask if I have any personal development goals they could support me with.
Goal 4: Get exposure opportunities through public speaking
Goal 5: Build leadership capability
Action: Mentor the cadet joining our team -
End of year check-in
In this check-in I reflect on the last six months and my progress. My manager and I agree that overall I have been well on-track in all areas of my total contribution to the organisation. We celebrate the goals I have completed, my accomplishments since joining the team, and consider what further support and development I would like going into the new year.
Goal 6: Approach my role with professionalism
Action: Become accredited in industry
Action: Get a professional membership to stay up to date -
Higher duties recognition
As a result of my high performance in delivering work outcomes and embracing the team culture, my manager gives me a two month higher duties opportunity. This gives me the chance to further develop my leadership skills as I have three direct reports to support. -
Life event: sick parent
My mother has fallen seriously ill and I am not sure what's going on. I have started to feel distracted at work and sometimes turning up late. I'm feeling bad that my distraction might be impacting my team and I wonder how I should speak with my manager about it. -
Check-in: Early support
My manager asks to check-in with me and wonders what kind of support they can provide. They mention they have noticed my change in pattern and that I am not on track with expectations currently so they would like to help. I share that I'm having some personal concerns and wonder if I would be able to adjust my work hours to allow me to attend appointments with my mum. We agree on the support I need. -
Check-in: Progress update
I check-in with my manager to get feedback on my work and to confirm what my priorities are. We agree that the support provided after the previous check-in has helped me get back on track. This conversations makes me feel comfortable as I ensure we all go on Christmas break feeling relaxed. We confirm what outcomes I need to achieve before going on leave and discuss what support I may need during this time. -
Mid-year check-in
I take the opportunity to chat with my manager about the last six months; celebrate my achievements, reflect on lessons learned, and review my goals. I close goals 1-3, however still want to work on goals 4-6. We discuss what other opportunities I could utilise to achieve these goals. Despite a little bump, overall I have been on-track the last 6 months
Action: Share information learned through my professional accreditation with team members
Goal 7: Be a mentor in my areas of expertise to others -
Check-in: Back on track
It's been a busy time in the team and we've all be working under high pressure. I feel like I've fallen behind but I don't know what to do about it. I have a check-in with my manager and confirm that I need additional support to get back on track. -
Check-in: Progress update
I still haven't felt like I've caught up to where my performance used to be. Some days I struggle to make it into work on time or be engaged each day because of my concerns. My manager checks-in with me and asks what barriers are preventing me from being on-track. We work out an action plan together. -
End of year check-in
I have had lots of regular feedback from my manager since trying to get back on track but I am still struggling. It comes as no surprise during end of year check-in when we discuss how I have been overall not on track the past few months. My goals are still relevant but I need to consider further actions to help me improve my performance.
Action: Revise capabilities and get on the job support through goal 2
Action: Use different ways of working to engage and self-motivate ie quiet rooms -
Check-in: Future oriented
I've become very settled in my role and had a number of frequent check-ins for feedback along the way. Over the time I have closed off most of my goals and I'm happy where I am in my career. I don't think I have further personal development needs for this job. My manager checks-in and suggests I start thinking about the future of the team, taking into consideration where I could share knowledge or what areas I may be able to up-skill to future proof my job. -
Check-in: Goal setting
I have reflected on my goals and scheduled a check-in with my manager to discuss these changes in light of our most recent conversation.
Goal 8: Assist in succession planning by mentoring junior staff
Goal 9: Build cross-functional skills in a job rotation
Goal 10: Understand technology advances and potential impacts on the industry and client base of the team
