Better 1:1s with Performance Care

How to use the Performance Care framework in your 1:1s

As a manager, your 1:1 meetings are one of the best opportunities to apply the Performance Care Framework. It’s actually simpler than it sounds. The key is giving your team members enough space to talk and ensuring they feel comfortable enough to open up. Ask open-ended questions, show you genuinely care, and then just listen.

You don’t need to have all the answers, just being present and engaged helps build trust. Over time, these conversations give you a clearer picture of what’s really going on, allowing you to offer meaningful support and make small but impactful changes.

Suggested structure for a Performance Care 1:1 conversation

1. Start with care

Begin by checking in on how they’re doing. This isn’t about prying into their personal life but creating a space where they feel seen and valued.

Example questions:

• “How are things going for you at the moment?”
• “How are things in your world?”

Sometimes, leading with a small personal share can help:

• “I’ve been feeling a bit stretched this week - lots of moving parts! How about you?”

2. Ask about workload

Shift the focus to how they’re managing their work. Make it clear you’re here to help set them up for success, not just assess output.

Example questions:

• “How are you finding your workload at the moment?”
• “Is anything feeling particularly overwhelming or frustrating?”
• “Do you have what you need to do your best work?”

3. Talk about performance and goals

Once you have a sense of their wellbeing and workload, move into performance. This is about alignment - clarifying expectations, removing blockers, and helping them do well.

Example questions:

• “Do you feel like next week/month’s goals are achievable?”
• “Are there any skills you’d like to improve over the coming weeks?”
• “What’s been going well in your role lately?”

4. Wrap up with support and action

End the conversation by reinforcing that you’re here to support them. If something challenging comes up, remember, you don’t have to fix it right away. Your role is to listen, offer guidance where appropriate, and connect them to the right resources.

If a team member shares something concerning, acknowledge it and help them access support, such as an Employee Assistance Program (EAP). It’s also important to reassure them that they’re not a burden.

For example, you could say:

• “I really appreciate you sharing that with me. It sounds like a lot. Let’s figure out what support might be helpful today, and I’ll keep checking in.”

Keeping it regular

One conversation won’t give you the full picture - but regular, open-ended discussions will. By making Performance Care a regular part of your 1:1s, you’ll build trust over time and gain the insights needed to make small but meaningful adjustments that support your team.