Published to Newsletter on Feb 17, 2026
The Performance Evaluation Process (PEP) is a valuable opportunity for managers and employees to reflect on goals, expectations, and growth. While PEP season highlights these discussions, meaningful performance conversations should happen year-round. Manager evaluations are due March 6.
Performance discussions can feel stressful, but practicing feedback, coaching, and active listening can make them more productive and meaningful. Here are tips to get the most out of these conversations:
Before the Conversation
Prepare by identifying key topics and desired outcomes. Focus on specific behaviors, not personal traits. Establish clear objectives for the meeting and create an agenda so everyone knows what to expect.
During the Conversation
Create a trusting environment. Ask about goals and obstacles, listen actively, and show empathy. When developing an action plan, start positively, share concerns respectfully, and involve the employee in finding solutions. Use SMART goals to set clear, achievable next steps.
After the Conversation
Document goals and agreed-upon solutions. Revisit them regularly to track progress and maintain accountability. This ensures alignment and supports ongoing growth.
By following these steps, performance conversations can become more productive, supportive, and impactful for both employees and managers.
For more information about PEP please visit the PEP site PEP Site
For any further support with your PEP, please email PEP@unm.edu
For further support please contact eod@unm.edu
