Quarterly Conversation Template

The Quarterly Conversation is a light, structured one-to-one between a manager and a direct report in a company running on the EOS model. It is not a formal performance review. It is a candid, two-way check on what is working and what could be better, held every quarter to keep people aligned and growing.

When to use it

Hold it once a quarter with each direct report. It complements regular informal one-to-ones rather than replacing them, and it gives both people a predictable moment to step back from day-to-day work.

Who attends

Two people: the manager and the direct report. The tone is peer to peer within the reporting relationship, with feedback flowing both ways.

How to run it

Set the tone first so it feels like a conversation, not a verdict. The core is a simple back-and-forth: each person shares what is going well, then each shares what could be better, both directions. Keep it specific and grounded in examples. Close by reaffirming that the person gets it, wants it, and has the capacity to do the role, then agree on a small number of next steps. The goal is honesty and alignment, not a long list of action items.

Facilitator tips

• Make feedback two-way; invite the report to coach you too.
• Use specific examples rather than vague impressions.
• Keep it human and unhurried; this is a people meeting, not a metrics meeting.
• End with clarity on a few actions, not a long task list.

Common mistakes

• Turning it into a formal review with ratings and forms.
• Only the manager talking, so it never becomes a conversation.
• Staying vague, which leaves the report unsure what to change.
• Skipping it when busy, then losing the quarterly rhythm.

You can adapt this template to your team and run it in OrgTP, keeping notes and next steps connected to each person seat. OrgTP is built on the EOS cadence, so people conversations sit alongside the same accountability structure your team uses everywhere else.