Addressing performance without demotivating? Learn to conduct performance conversations that turn problems into solutions through AI role-playing. Intelligent AI characters respond realistically to your feedback, ranging from defensive to receptive employees.
Have a Performance Conversation with Dr. Susanne Berg
Start the Performance Conversation with Dr. Susanne Berg
Follow this proven 5-phase structure for professional and successful Performance Conversations.
Recommended Duration: 5-10 minutes
Begin the conversation with a clear and respectful introduction. Ensure that the employee feels comfortable and is ready to discuss their performance.
Recommended Duration: 20-25 minutes
Engage in a reflective discussion about past performance together. Focus on the objectives that were achieved and the results that were obtained in order to establish an objective foundation for the conversation. This review should encompass a comprehensive analysis of all relevant achievements and challenges faced during the review period. It is essential to create a constructive environment where both parties can openly discuss strengths and areas for improvement. Ensure that you highlight specific accomplishments and provide context to the results in relation to the goals set at the beginning of the evaluation period. This will help in creating a clearer picture of the employee's contributions and areas where they excelled or may need additional support.
Recommended Duration: 15-20 minutes
Analyze the strengths and weaknesses of the employee. Discuss which skills are particularly well-developed and where there are opportunities for growth.
Recommended Duration: 15-20 minutes
Collaborate to establish new goals and discuss development opportunities. Ensure that the goals are formulated in a SMART manner and that they motivate the employee.
Recommended Duration: 5-10 minutes
Summarize the outcomes of the discussion and document the agreed-upon objectives. Discuss the next steps to be taken and how progress will be monitored. This phase is crucial for ensuring that both parties have a clear understanding of what was discussed and what is expected moving forward. It is important to create a comprehensive written summary that captures all key points, including any specific targets that were set and the timeline for achieving them. Additionally, clarify how the success of these objectives will be measured, and establish a system for tracking progress over time. This will help in maintaining accountability and ensuring that any potential issues are addressed promptly.
Begin the conversation with a clear and respectful introduction. Ensure that the employee feels comfortable and is ready to discuss their performance.
• Create a pleasant conversational atmosphere by speaking in a quiet space.
Engage in a reflective discussion about past performance together. Focus on the objectives that were achieved and the results that were obtained in order to establish an objective foundation for the conversation. This review should encompass a comprehensive analysis of all relevant achievements and challenges faced during the review period. It is essential to create a constructive environment where both parties can openly discuss strengths and areas for improvement. Ensure that you highlight specific accomplishments and provide context to the results in relation to the goals set at the beginning of the evaluation period. This will help in creating a clearer picture of the employee's contributions and areas where they excelled or may need additional support.
• Utilize concrete examples and data to substantiate the performance claims made during the review. This can include metrics, project outcomes, and feedback from peers or clients that illustrate the employee's impact on the organization. • Encourage the employee to share their own perspective on their performance and experiences. This dialogue is crucial as it fosters a sense of ownership and accountability, allowing the employee to reflect on their contributions and engage in self-assessment. • Be transparent in your evaluation process, explaining the criteria you applied during the assessment. This may involve discussing specific performance indicators, key performance metrics, or established benchmarks within the organization. Providing clarity on how you arrived at your conclusions will help build trust and understanding in the process.
Analyze the strengths and weaknesses of the employee. Discuss which skills are particularly well-developed and where there are opportunities for growth.
• Focus on specific examples to illustrate the strengths.
Collaborate to establish new goals and discuss development opportunities. Ensure that the goals are formulated in a SMART manner and that they motivate the employee.
• Formulate the goals to be specific, measurable, achievable, relevant, and time-bound.
Summarize the outcomes of the discussion and document the agreed-upon objectives. Discuss the next steps to be taken and how progress will be monitored. This phase is crucial for ensuring that both parties have a clear understanding of what was discussed and what is expected moving forward. It is important to create a comprehensive written summary that captures all key points, including any specific targets that were set and the timeline for achieving them. Additionally, clarify how the success of these objectives will be measured, and establish a system for tracking progress over time. This will help in maintaining accountability and ensuring that any potential issues are addressed promptly.
• Create a detailed written summary of the conversation and the agreed-upon goals. This document should include not only the objectives but also any relevant context or background information that may be helpful in understanding the goals.
As a leader, conducting Performance Conversations is one of the most demanding tasks. You should know these typical pitfalls to successfully master Performance Conversations.
From scenario selection to detailed feedback – Careertrainer makes Performance Review training simple, effective, and measurable.
Choose the appropriate scenario from various Performance Conversations or create your own individual training scenario.
Conduct a realistic Performance Review with our AI. Train different situations and conversation flows in a safe environment.
Receive detailed, constructive feedback on your Performance Review and concrete improvement suggestions for practice.
Seminars impart knowledge—AI role-plays make it practical. Train continuously, see measurable progress, improve sustainably.
Knowledge Transfer
Imparting Leadership Knowledge
Seminars create awareness and effectively convey theoretical foundations
One-time Events
Back to daily routine after the seminar—little is retained without continuous practice
Complex Coordination
Bringing all managers together for one day requires months of planning
No Practical Application
Theory is taught, but real conversation situations cannot be practiced
No Success Measurement
Certificates of participation instead of measurable progress: Can managers really apply it?
Practical Application
Training Real Conversation Scenarios
Practice critical conversations with hyper-realistic AI characters—from feedback talks to conflict resolution
Continuous Training
Regular practice in the daily work routine instead of one-time events. Knowledge is reinforced through repetition
Available 24/7
Every manager trains when it suits them—in 15-minute sessions between meetings
Infinitely Scalable
From 1 to 1000 managers without additional trainers or coordination effort
Analytics Dashboard for HR
Real-time insights: track learning progress, identify skill gaps, measure training effectiveness
From 1 to 1000 managers without additional trainers or coordination effort
Team analytics show learning progress, skill gaps, and training effectiveness in real time
Each manager trains exactly the scenarios relevant to their role
Custom scenarios, upload your company policies, integrate with your HR systems
With a clear checklist, you prepare optimally for your Performance Review and avoid typical mistakes.
Discover all checklist examples and create your individual checklist with our generator on the detail page.
View all checklists for Performance ConversationsTrain different challenges in leadership practice with our AI role-plays.
Your leaders train with scientifically-backed AI characters – from the insecure junior employee to the critical senior staff member. Each character is based on the Myers-Briggs model and simulates realistic conversation dynamics.
Lade Charaktere...
Prepare your leaders for diverse personalities – from the introverted analyst to the extroverted team player.→ Reduces conflicts through better understanding
All leaders train with the same characters and standards – regardless of location or department.→ Creates a consistent corporate culture
See exactly which character types challenge your teams and where there is a need for further training.→ Data-driven personnel development
Practice Performance Conversations with realistic AI scenarios and improve your conversation management.
