HR News

Gallup Q11 emphasizes the importance of meaningful feedback conversations surrounding professional growth and progress towards goals, and it invites us to reflect on a crucial question: How often do we connect with our teams, units, and direct reports to discuss past successes and future goals? 

Conversations about progress—whether in evaluations, check-ins, or casual meetings—reinforce a culture that values curiosity and innovation. They create a safe space for employees to stretch beyond comfort zones and build confidence in applying new ideas. 

Two built-in opportunities to discuss faculty and staff progress are George Mason’s required annual performance evaluation and optional mid-cycle check-in.* These formal review opportunities offer a structured space to reflect on accomplishments, set and recalibrate goals, and explore opportunities for growth. While it’s an essential part of professional development, the annual evaluation and mid-cycle check-ins work best when they are part of an ongoing conversation rather than a once-a-year event. 

To support ongoing conversations and self-reflection, visit the Performance Management Resources page (on campus or VPN connection required).  Faculty and staff will find resources such as a monthly reflection report template, handouts on questions to ask your supervisor during your 1:1, guides on how to give feedback, SMART goal fillable templates*, and much more! 

When trying to gauge team members’ thoughts, feedback, and level of clarity relevant to Q11, Gallup offers supervisors the following questions to drive conversation: 

• Do you feel that you have permission to learn new ideas and apply them in your work? 

• How can we support and collaborate with each other to help apply new ideas?  

• What new relationships have you formed in the past six months? Have these new relationships helped you evaluate the progress you have made, and will they help you perform better in the future? 

By prioritizing progress discussions through tools like annual evaluations, mid-cycle check-ins, monthly 1:1 discussions, and informal interactions, we create a workplace where people feel seen, valued, and empowered to grow. Let’s commit to making these conversations a regular part of our culture. When we talk about progress, we “thrive together.” 

*Note: that Human Resources oversees the performance evaluation and mid-cycle check-in process for AP Faculty and Classified Staff. IR Faculty evaluations are handled by the Office of the Provost.  While student and non-student wage employees do not participate in a formal evaluation process, supervisors are encouraged to facilitate regular, meaningful feedback conversations to support their growth and development.   

*Newly hired Classified Staff, according to DHRM Policy 1.45-Probationary Employees, should have performance expectations and goals set by their supervisor within the first 30 days of employment.