We know that managers being involved in the learning that their teams undertake has the biggest impact on the subsequent performance.

So, if someone has done some learning activity, after praising them, managers should be asking:

• What happened? (input)
• What lightbulb moments did you get? (output)
• What do you need me to do to help you learn? (outcome)
• What do you need me to do to help you perform? (impact)

Stop wasting time evaluating for managers’ benefit and co-opt them into the process of performance management.