Most performance conversations spend the hour going back over the quarter that just finished, and both people leave with vague intentions.

The order is what's wrong. Reflection and improvement get crammed into the same hour in the wrong sequence, so feedback lands as a surprise, and a person who feels blindsided doesn't change anything.

This template fixes the sequence. Reality gets surfaced first by the person doing the work, alignment happens second, and then improvement is decided on purpose as two or three behaviours for the next ninety days.