Mid-year Connected Conversation

January 15 through March 15

The Mid-year Connected Conversation is an employee-driven, supervisor-supported 1-hour discussion scheduled midway through the performance cycle. It provides dedicated space to pause, reflect on achievements, review progress toward goals, exchange candid feedback and align on expectations for the remainder of the year.

ÌýÌýWhy does this matter?Ìý

One conversation can make a big difference. Speak up. Be recognized. Keep growing. This conversation is your chance to celebrate accomplishments, discuss opportunities, get support and help shape your path forward for continued growth and success.Ìý

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Overview Video (coming soon!)

Mid-year Resources

  • Connected Conversation FormÌý
  • Cornerstone
  • Cornerstone Step-by-Step Guide
  • Discussion Guide
  • Full Step-by-Step Guide
  • Preparation Guide
Email performance@colorado.edu with questions or support

Register for Training

Coming Soon!Ìý

Employee & Supervisor Action Steps

Employee Steps

  • Review Materials:ÌýReview past goals, previous performance notes, and ongoing feedback.Ìý
  • Complete the Employee Summary:ÌýUse the conversation topics on pages 4–5 to draft your summary in Cornerstone or on the Connected Conversation form, referring to the Summary Tips for examples.
  • 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 sharing major accomplishments and progress toward your goals and core responsibilities, using the Conversation StarterÌý[KS1]Ìýfor example openers.
  • Review Discussion Topics:ÌýReview the discussion topics with your supervisor.
  • Partner on Problem-Solving:ÌýRemain open to feedback and take ownership of both accomplishments and areas for improvement.
  • 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:ÌýExamine your direct report’s established goals, recent progress updates, previous cycle notes, and the pre-conversation summary they submitted in Cornerstone or on the Connected Conversation form.Ìý
  • Assess Goal Alignment:ÌýReview their goals against department priorities and identify any adjustments needed.Ìý
  • Identify Development Pathways:ÌýNote potential training, stretch assignments, or mentorship opportunities that will support their current role and future growth.Ìý
  • 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 Connected Conversation form, 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 Summary Tips for sample 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..

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 ÂÌñ»»ÆÞ’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