Start a VIP Conversation
Manage VIPs
VIP History
Recording Consent
Recording Meeting
Tip: Record In-Person uses your microphone (for face-to-face meetings only). Capture Teams Call captures audio from a Teams call running in your browser or app.
Wellbeing & confidential matters: Pause the recording to discuss anything you don't want stored. Only the fact that wellbeing was discussed will be recorded — no content.
Conversation Guide
Use these prompts to guide your V.I.P conversation. Not all need covering every month — sections 1–3 are monthly, 4–5 are periodic.
1. Setting & reviewing objectives
- Review objectives shown above — any achieved? Update status
- Set new objectives (SMART: Specific, Measurable, Achievable, Realistic, Time-bound)
- What does success look like?
- Do objectives need updating or breaking into quarterly deliverables?
2. Review and reflect
Review:
- What have you completed since last VIP?
- What are you currently working on?
- What is forecast? Is this manageable?
- Is support required? Anything to escalate?
- How does this contribute toward your objectives?
Reflect:
- What are you most pleased about?
- What has gone less well?
- What has been learned for the future?
- Any feedback from colleagues or customers?
- Gone above and beyond? Anyone to recognise?
- Any recognition postcards sent or received?
3. Your discussion points
- Any issues — whether at work or home — affecting you?
- Concerns about work-life balance or unacceptable behaviour?
- Wellbeing matters (financial, menopause, mental health)?
- Questions from the Midweek Update or managers briefing?
- Ideas or suggestions for improving service delivery?
- Achievements and learning to share with the wider team?
4. Training & development periodic
- What are your training, learning and development goals?
- On the job learning, learning through others, or formal courses?
- What actions are needed to address them?
- Have you explored iLearn, apprenticeships, or coaching?
5. Career aspirations periodic
- Career aspirations for this year and next 2–3 years?
- Skills you have but aren't currently using?
- What needs to happen to meet your career goals?
- Internal mobility, succession planning, or new opportunities?
VIP Form - Manual Entry
Fill in the sections discussed during your conversation.
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Review VIP
Review and edit the VIP form below. Both parties should confirm it's accurate.
VIP Complete
The VIP has been saved and emailed to both parties.
End of Year Assessment
Give Feedback
Provide constructive feedback to a colleague.
Guidance for giving feedback
- Feedback should be given with factual evidence and a supportive tone.
- Be specific to an individual's action or behaviour, not aimed at the person themselves (e.g. "Sam caused some frustration last week by..." rather than "Sam is frustrating").
- Feedback should be given as soon as possible after a relevant scenario.
- Include: The key message, an example to support it, and the impact (financial, reputational, operational, social, etc).
See examples
Key message:
✅ Ahmed was really helpful with customers last Tuesday
❌ Ahmed was unhelpful with customers last Tuesday
Example:
✅ Last week, Alex went out of her way to make sure all stakeholders were contacted in advance with a clear email of expectations
❌ Last week, Alex neglected to contact three of the stakeholders before the project meeting.
Impact:
✅ Anxiety with certain stakeholders reduced, and there was an increased engagement for the project.
❌ Anxiety and confusion increased, and the project actions were not completed on time, causing a ripple effect in the project timeline.
Request Feedback
Ask colleagues for feedback about you.
Selects 2 from your team, 2 from a neighbouring team, and 2 from wider in the business.
• What does [name] do that you find particularly helpful?
• What does [name] do that you find unhelpful?
• How could [name] improve?
My Objectives
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My VIP Record
Your VIP conversations as an employee
Yearly Summary
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