In this journey

1. In a case of persistent underperformance or sensitive conduct, selects the right steps to prepare the conversation, namely gathering specific work examples and coordinating with HR, then selects the written improvement plan that sets measurable targets, review dates and specific support.
2. Distinguishes between situations that call for a directive coaching style and situations that call for a question-led one, based on the employee's experience and readiness, and identifies the reason that should be recorded in the coaching notes.
3. Judges whether a feedback record written by a reporting manager, or a rating presented in a calibration session, rests on documented evidence and specific work behaviour, and identifies the missing evidence to state in their comment or challenge.
4. Identifies, in their unit's performance and feedback data, a pattern that reveals a process weakness, such as feedback deferred to year-end or undocumented ratings, and determines the appropriate adjustment to propose in writing, such as changing meeting frequency or the documentation template.