Developing People

In this section, you’ll find tools to help you develop the skills and performance of your staff—including tools for giving feedback and evaluating performance.

CSAW Worksheet and Sample

Nervous about giving feedback? This worksheet will help you think about what you want to say and how to say it with CSAW (Connect, Share, Ask, Wrap up).

2x2 Feedback Form

The 2x2 system helps managers and staff members regularly reflect, share feedback, and discuss how the work is going.

How to Receive Feedback (Part 1)

When we respond well to feedback, we strengthen relationships and trust, increase the likelihood that we’ll keep getting it, and contribute to a culture of growth, candor, and rigor within our teams. Here’s our best advice for receiving feedback, focused on the parts that you have control over.

How to Receive Feedback (Part 2): Power, Difference, and Inequity

Receiving feedback about power, difference, and inequity can be challenging. Learn how you can make it easier for staff to share feedback with you, and resolve issues sooner.

Case Study: Receiving Feedback about Power, Difference, and Inequity

A case study that illustrates the steps outlined in Part 2 of our series on receiving feedback: Listen, Engage, Learn.

Performance Evaluation Form Template

At least once a year, managers and staff members should meet one-on-one to reflect on the manager/staff relationship, realign on expectations, and discuss overall performance. This template is intended for use by both managers to assess staff, and for staff members to self-evaluate and share feedback with their manager.

Sample Email to Announce/Re-introduce Performance Evaluation Process

This is a sample email that the head of HR, Chief of Staff, or ED/CEO can send to all staff to announce (or even re-introduce) a performance evaluation process.

Career Pathways Toolkit

This toolkit includes a step-by-step guide for building a “competency model” with equity in mind, and two examples to help get you started.

How to Push Toward Excellence (with Heart)

Have you ever needed to push a staff member or a team for more but didn’t know how? When we say push, we don’t mean shoving someone into the deep end without a life raft; we mean setting a high bar and being honest when something needs improvement. Here’s some language you can use.

Executive Director Performance Evaluation Form Template

As with other employee evaluations, ED evaluations should focus on both what the ED has accomplished (results) as well as how the director, CEO, principal, or co-director operates (values and approach). Use our Executive Director Performance Evaluation Form Template to conduct a balanced, rigorous evaluation of your director’s performance on both fronts.

Sample Performance Evaluation Form – Corrective Assessment

We know it can help to see samples of this sort of thing, so here’s a sample evaluation of a struggling employee.

5 Tips for Evaluating 2020 Performance

Things were not okay in 2020 and the jury’s still out on 2021. Many of you are weighing myriad complexities and will need to use your best judgment as you consider performance on a case-by-case basis. While we can’t offer a comprehensive guide, here are some tips for your 2020 evaluations.

Sample Performance Evaluation Form – Strong Assessment

Here’s a sample of what a completed performance evaluation might look like for a high performer, which includes developmental feedback to make a great employee even better.

Sample Language for Performance Evaluations During COVID-19

Struggling with the exact language to use when giving feedback for your 2020 performance evaluations? Check out our samples.

Common Choice Points

Here is a list of some of the most common choice points, or key decision-making opportunities, managers face that may have equity and inclusion impacts.

Perspective-Taking for Stronger Relationships

The more self-awareness and authentic consideration of others we cultivate, the better equipped we are to build and get better results, especially during moments of conflict, tension, and frustration. One key way to do this is through perspective-taking.

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