1. Rhythm Help Center
  2. Enhancing People Performance

Using Rhythm for Feedback Meetings

Capture private 1:1s to stay organized as you improve your performance over time

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Why Use Rhythm for Feedback Meetings

Using Rhythm already simplifies performance conversations because you are sharing progress and getting feedback on your goals every week. Having the continuous cycle of feedback takes the pressure off these performance meetings because you and your leader both already know where things stand—no surprises! You're already clear on your role and you know what success looks like on your goals, and your manager knows how you've been doing on those goals week to week. Your performance reviews can shift from updating on the status of projects or rehashing issues from many months ago and become more valuable as you reflect on your future goals, examine patterns, and seek coaching on skills and competencies you are developing.

We've given you a simple way to create a Feedback Meeting with one click right from your Job Scorecard to help make those performance conversations easier. You can take notes, capture follow up tasks, and use our built-in agenda to guide a meaningful conversation or customize your own meeting agenda templates to use. You don't have to spend time wondering what to talk about - the data is there, and so is the best practice agenda.

Note: Your Feedback Meetings are all private by default. Only people that you specifically add as Attendees will have access to the meeting and the associated Comments, Tasks, Attachments, and Notes. 

If you've downloaded and completed a Performance Report, we recommend attaching it to the Feedback Meeting for future reference.

Here are some ways you might use the Job Scorecard Feedback Meeting feature in Rhythm:

  • Job Scorecard Creation Meeting: Brainstorm and collaborate with the person you report to in order to confirm the items on your Job Scorecard.
  • Private Performance Conversation: Meet one-on-one with the person you report to in order to discuss performance and results related to your job and a path of progress for future development.
  • Job Scorecard Review: Review the items on your Job Scorecard with the person you report to and check for alignment with your KPIs and Priorities. Determine if there are any adjustments that should be made to the Job Scorecard or to the work you are doing.
  • Private Coaching Meetings: If you are working with an Executive Coach or mentor in your company, you can use this space to capture notes and follow up Tasks on your leadership path of progress.