Almost every manager thinks they’re running good 1:1s—yet research shows that only 29% of employees feel their one-on-one conversations are meaningful (Gallup).
Why?
Because most 1:1s rely on:
❌ Memory
❌ Emotion
❌ Vague updates
❌ Inconsistent preparation
Great managers don’t guess.
They use data.
Performance Scoring transforms 1:1s into high-impact coaching conversations using real-time ScoreCards, feedback, engagement trends, task updates, and meeting data—all in one place.
Step 1: Come Prepared with Real Data, Not Guesswork
With Performance Scoring, managers walk into the conversation already knowing:
- Current ScoreCard metrics (https://performancescoring.com/scoreboard/)
- Recent feedback and coaching moments (https://performancescoring.com/feedback/)
- Engagement levels and trends (https://performancescoring.com/employee-engagement/)
- Tasks completed, overdue, or blocked (https://performancescoring.com/task-management/)
- Meeting action items relevant to the employee (https://performancescoring.com/meeting-management/)
This eliminates vague performance conversations and replaces them with clarity and accuracy.
Step 2: Connect Daily Work to Role Expectations
Using the Accountability Chart and role definitions inside Performance Scoring (https://performancescoring.com/performance-management/), managers can clearly show the connection between:
- What the employee owns
- How they’re currently performing
- What skills or behaviors need strengthening
Employees gain confidence because expectations stop shifting — they become visible and consistent.
Step 3: Reinforce Wins With Data-Backed Recognition
According to MIT Sloan, employees who receive frequent positive recognition are 2x more likely to stay with their employer.
Shout-Outs and positive Factor scores allow managers to highlight:
- Improved behaviors
- Completed goals
- Team wins
- Problem-solving moments
Recognition tied to actual performance data hits differently. It feels credible, not performative.
Step 4: Use Score Trends to Drive Coaching Conversations
Most performance issues develop slowly and quietly.
That’s why the ScoreBoard and trending visuals are essential—they reveal patterns that managers often miss:
- Declining engagement
- Inconsistent task completion
- High performance but low alignment
- Emerging skill gaps
External research backs this up:
🔗 Harvard Business Review – Data-driven coaching improves performance consistency
https://hbr.org/2023/04/coaching-with-data
🔗 McKinsey – Organizations using real-time performance data see stronger retention
https://www.mckinsey.com/capabilities/people-and-organizational-performance
🔗 Gallup – Frequent, data-informed coaching increases engagement by 21%
https://www.gallup.com/workplace
Data helps managers coach before a problem becomes serious.
Step 5: End Every 1:1 With Clear, Trackable Commitments
Performance Scoring automatically captures:
- Next steps
- Owners
- Deadlines
- Follow-up expectations
These automatically flow back into task management and the next 1:1 agenda, ensuring nothing gets lost and accountability becomes effortless.
Managers don’t chase progress—the system tracks it for them.
Data-Driven 1:1s Build High-Performance Teams
Employees don’t want micromanagement.
They want visibility, clarity, direction, and recognition.
Data-driven 1:1s deliver exactly that.
Performance Scoring turns every manager into a stronger coach by providing the insights needed to support growth, clarity, and alignment on a weekly basis—not once a year.
Equip your managers with real-time coaching tools:
https://performancescoring.com/contact/
