Below is a list of example questions to help you design impactful conversation templates. We recommend limiting templates to 3-5 questions to keep the process manageable. This approach allows both team members and managers to provide thoughtful, meaningful feedback without feeling overwhelmed.
In addition to your annual, bi-annual, or quarterly conversations, we encourage managers to check in with their team members regularly. Our Check-In feature allows you to conduct quick, one-question check-ins anytime you need. It also allows managers to create custom questions, fostering meaningful connections and maintaining consistent engagement.
👉 Here's a step-by-step guide for how to create conversation templates and enable the Check-In feature in uMap™.
Tips for Crafting Your Organization's Conversation Templates
Establish a regular cadence: Aim to conduct conversations on a bi-annual or quarterly basis. Regular check-ins are essential for building strong manager-team relationships, maintaining alignment, and addressing performance or development opportunities in a timely manner.
Keep it short and direct: Start with 1-3 questions to help team members ease into the new process. This keeps the conversations manageable, encourages participation, and shows that the process is both simple and efficient.
Use open-ended questions: Incorporate questions that invite thoughtful responses and meaningful discussions. This approach creates deeper engagement and a platform for valuable insights from both managers and team members.
By starting small, maintaining consistency, and focusing on meaningful dialogue, you can create a foundation for productive and impactful conversations.
Recommended Questions
Performance and Accomplishments
What are you most proud of accomplishing since your last review?
How do you feel your contributions have impacted the team or organization?
Are there any specific projects or tasks where you feel you excelled?
What feedback have you received about your work, and how have you applied it?
Strengths and Skills
What do you consider your greatest strengths in your current role?
How have you leveraged your strengths to overcome challenges?
Are there any skills you’ve recently developed or improved upon?
Challenges and Areas for Improvement
What challenges have you faced in your role, and how have you worked to overcome them?
What skills or knowledge do you feel you could improve upon?
What resources or support would help you overcome current obstacles?
Development and Growth
What new skills or knowledge would you like to develop?
How do you see your role evolving in the next 6-12 months?
Are there specific projects or opportunities you’d like to pursue for growth?
Are there any new skills or experiences you’d like to gain to grow in your career?
What support or resources would help you in your development journey?
How do you feel your work contributes to the success of the team and the organization?
Are there any areas of your role where you feel underutilized or where you could take on more responsibility?
Collaboration and Communication
How would you describe your working relationships with your team and other teams?
Are there any ways we can improve team collaboration or communication?
How do you ensure that your communication is clear and effective?
Engagement and Motivation
What aspects of your work do you find most fulfilling?
Are there any tasks or responsibilities you’d like to take on to feel more engaged?
What motivates you to do your best work, and how can we support that?
How do you stay motivated and engaged in your role, and what can we do to support that?
Feedback and Support
What feedback do you have for me as your manager?
Are there any specific ways I can better support you in your role?
What feedback from others has been most helpful to you?
Goals and Future Planning
Have you met the goals set during your last review? Why or why not?
What goals would you like to set for the next review period?
How do you see yourself contributing to the team or organization in the future?
Start | Stop | Continue
What’s one thing I will start doing?
What’s one thing I should stop doing?
What’s one thing I should continue doing?
Additional Questions
Is there anything you feel hasn’t been discussed but is important to address?
Are there any processes or tools you think could be improved?
What has been your biggest takeaway or learning experience since your last review?
Example Template Questions
New Hire Journey – First 12 Months
(designed for meaningful progression and alignment with uMap™)
New Hire 90-Day Review (Onboarding & Alignment)
What’s going well… Share a few accomplishments you’re proud of.
What challenges I’m facing… What challenges have you encountered that we should address together?
Onboarding Experience & Support How has your first 90 days been? Do you feel you’ve received the training/resources to succeed?
Top Responsibilities Tile (uMap) How aligned do you feel with your listed responsibilities? Update uMap as needed.
New Hire 180-Day Review (Performance & Growth)
What’s going well… Share accomplishments you’re proud of.
What challenges I’m facing… What challenges have you encountered that we should address together?
Key Performance Indicators (uMap) How do you feel you are progressing toward your KPIs?
Growth & Development Do you feel you have the resources to succeed? What skills/knowledge areas do you want to develop in the next six months?
New Hire 270-Day Review (Contribution & Readiness)
What’s going well… Share accomplishments you’re proud of.
What challenges I’m facing… What challenges have you encountered that we should address together?
Strengths in Action What strengths have you used most, and how have they made a difference?
Future Readiness Are there new responsibilities/projects you feel ready to take on?
New Hire 360-Day Review (Reflection & Future Growth)
What are you most proud of? Looking back, what accomplishments stand out the most? What strengths helped you succeed?
What challenges I’m facing… What challenges have you encountered that we should address together?
Key Performance Indicators (uMap) How do you feel you are tracking toward your KPIs after one year?
Professional Goals (uMap) How have your aspirations evolved?
Development Needs (uMap) What resources/training/experiences would help you continue to grow?
Team Member Check-In Questions
(simple, repeatable prompts for ongoing coaching conversations)
What are you most proud of? Share up to three accomplishments you are proud of. We'd love to hear about personal and professional accomplishments.
What challenges I'm facing right now...Please include what you are already doing to address these challenges, as well as how your manager can support you.
Additional Comments
Leadership Reflection Questions
(pick 3–5 questions to guide development conversations)
Team & Performance
How do you assess the morale and performance of your team?
What strategies have you implemented to create collaboration and trust?
How do you ensure your team stays aligned with organizational goals?
Communication & Feedback
How would you describe your communication style with your team?
Are there ways you could improve how you provide feedback or deliver difficult messages?
How do you ensure clarity and transparency when setting expectations?
Decision-Making & Adaptability
Can you share an example of a tough decision you’ve made recently and what you learned from it?
What challenges do you anticipate in achieving your objectives, and how are you preparing for them?
How do you ensure your team remains adaptable to changes or disruptions?
Development & Growth
How do you identify development needs for your team members?
In what ways have you actively supported their growth?
What leadership skills are you currently working on improving?
Conflict & Feedback
How do you approach and resolve conflicts within your team?
What feedback have you received from your team or peers, and how have you acted on it?
Vision & Future Leadership
What leadership accomplishments are you most proud of in your current role?
What areas of leadership do you feel you could improve, and how can the organization support you?
What vision do you have for your team over the next year?
Are there new initiatives or challenges you’d like to take on to expand your leadership impact?
How do you see your leadership style evolving in the future?