Why is the performance conversation the source of dread for many managers and employees? The answer is – not enough. Not enough specifics around expectations, not enough detailed feedback and not enough informal check-ins to support the achievement of the goal.

How many of us have had the single annual performance conversation where you discuss what happened last year and what should happen next year - and then don’t talk about it again for another year? How would the plant on your desk grow it you watered it once a year? It would die.

Like the plant, an employee’s performance can suffer without regular care and feeding (or feedback). When your plant wilts (that’s called feedback from the plant), you move it closer to the window to get more sun (that’s called feedback from you). Performance improvement is organic. It should occur naturally and gradually with give and take from both parties. While many performance management processes state that you should have quarterly conversations, I consider that metric should only apply to “formal” conversations. What makes magic happen is the numerous informal “what’s happening with your project” conversations. These conversations can happen in the elevator, hallway, or by the water cooler. The beauty of these informal conversations is that they take only 3 to 5 minutes - and they might be more effective than the “formal” conversation.

Here are five tips for the informal conversation:

1.Ask open questions that will engender more than a “yes/no” or “great/not bad” answer. You want them to tell you what’s going on. Use questions that start with “Tell me about”, “What do you think”, or “How can”.