How to Handle the Performance Conference

Many leaders struggle with imprecise requirements of managing performance and coaching their direct reports.   In my 40 years of experience, I have found the starting point is clarifying whether there has been solid progress (green), whether there is insufficient progress(yellow), or whether the situation and scope have changed (red).   Further analysis is required for those whose performance has been below expectations.  Was there resource constraints, a lack of knowledge or inadequate effort?  Action suggestions follow in the chart below.