These guidelines supplant the annual "performance review" process. The university encourages managers to use the "one-on-one" approach to develop their employees and, where needed, use the university's "Discipline and Discharge" policy for situations requiring more formal action. 

Key Quote

"When we think about how the Lord created the world ... He could have told Jehovah and Michael to do the whole thing. Be he didn't choose to do it that way.  He gave them an assignment, then told them to return and report." (Elder M. Russell Ballard,  The Leadership Pattern, pg. 76.)

Key Concepts

  • Each manager has the responsibility to develop his or her employees.
  • Each manager should facilitate a regular one-on-one meeting with each employee that he or she supervises. These meetings give an employee the opportunity to report on his or her responsibilities and assignments and give a manager the opportunity to listen, teach, correct, inspire, support, and motivate.
    • Note: The frequency with which a manager meets with an employee in a one-on-one is dependent on the employee’s situation. A new employee, or an employee who has work-related issues, may need their manager to meet with them twice a week. At a minimum, managers should meet with each of their direct reports at least once per month.
  • Where needed, administer formal corrective action using the university's Discipline and Discharge policy.

Key Actions

Have meaningful one-on-one meetings with direct reports on a regular basis. Actions to consider:

  • Build your relationship with the employee.
  • Review the employee’s goals and assignments.
  • Provide feedback on the employee's goals and assignments.
  • Address performance problems or other concerns.
  • Communicate work expectations.
  • Discuss the employee’s career development (i.e., seminars, classes, degrees, etc.).
  • Solve problems.
  • Teach, train, inspire, support, and motivate.
  • Solicit feedback or suggestions.
  • Listen.

Helpful Resources

These documents and websites provide resources to learn about performance management using a one-on-one approach. The philosophy behind this approach is that regular one-on-one contact between a manager and his or her employees leads to better communication, management, and development of those employees.


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