Mid-year Connected Conversation
What is Discussed?
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Key Successes and Priorities
Review accomplishments, challenges, and progress toward goals
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Campus Shared Values
Discuss how work and behaviors support Â鶹Ãâ·Ñ°æÏÂÔØBoulder’s shared values
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Support Needed
Identify resources, guidance, or obstacles that may impact success
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Development Areas
Explore growth opportunities, learning needs, and future development goals
Employee & Supervisor Action Steps
Employee Steps
- Review Materials:ÌýReview your goals, performance notes, and feedback received throughout the year.
- Complete the Employee Summary:ÌýUse the to write your summary in Cornerstone or on the
- Identify Growth Opportunities:ÌýConsider skills, training, or stretch opportunities you want to pursue.Ìý
- Schedule Confirmation:ÌýNotify your supervisor once your employee summary has been completed so the 1-hour meeting can be scheduled.
- Lead the Discussion:ÌýStart by highlighting your key accomplishments and progress toward your goals and core responsibilities. Use the for examples of how to begin.
- Review Discussion Topics:ÌýReview the discussion topics with your supervisor.Ìý
- Partner on Problem-Solving:ÌýRemain open to feedback and take ownership of both accomplishments and areas for improvement.Ìý
- Take Notes:ÌýCapture action items, agreed-upon goal adjustments, and feedback during the meeting.
- Review Supervisor Summary:ÌýOnce your supervisor submits their summary in Cornerstone or on the form, review their comments and any updated goals.
- Confirm Goal Updates:ÌýEnsure any agreed-upon goal updates or new goals are entered in Cornerstone or on the applicable form.
- Clarify and Connect:ÌýReach out to your manager if you have questions or need clarification on any documented points.
- Maintain Regular 1-on-1s:ÌýEnsure recurring check-ins are on the calendar through year-end to maintain momentum, intentionally dedicating specific 1-on-1 meetings to review progress and add or update goals as priorities shift.
Supervisor Steps
- Review Materials:ÌýReview theÌý, your performance notes from this cycle, your direct report’s goals and progress updates, and the pre-conversation summary your direct report submitted in Cornerstone or on the Connected Conversation form.Ìý
- Assess Goal Alignment:ÌýMake sure your direct report’s goals align with department priorities and identify any adjustments needed.Ìý
- Identify Development Pathways:ÌýNote potential training, stretch assignments, or mentorship opportunities that will support your direct report’s current role and future growth.
- Schedule the Meeting:ÌýCoordinate and calendar the dedicated 1-hour conversation.Ìý
- Allow the Employee to Lead:ÌýLet your direct report guide the conversation, starting with their key successes and self-reflections.Ìý
- Use Open-Ended Questions:ÌýProbe deeper into their experience, barriers, and goals using thoughtful, active inquiry.Ìý
- Share Clear Performance Feedback:ÌýClearly communicate your observations across all performance tiers (where they need support, meet expectations, or exceed expectations) using concrete examples.Ìý
- Collaborate on Development:ÌýPartner to identify skill-building opportunities, address performance gaps, and ensure a sustainable workload.
- Confirm Goal Adjustments and Next Steps:ÌýAlign on goal revisions, summarize key takeaways, and confirm designated action items.Ìý
- Complete the Supervisor Summary:ÌýIn Cornerstone or on the , record the following directly in the summary:
- Core Highlights:ÌýKey discussion points, accomplishments, progress toward goals, and agreed action steps.
- Performance Feedback:ÌýExplicit notes on where the employee is exceeding, meeting, or needing support.
- Transparency Standard:ÌýOnly include topics that were openly discussed during the meeting.
- Use Examples:ÌýRefer to the for example summaries.
- Maintain Regular 1-on-1s:ÌýEnsure recurring check-ins are on the calendar through year-end to maintain momentum, intentionally dedicating specific 1-on-1 meetings to review progress and add or update goals as priorities shift.