Performance Discussion SBI Feedback Template
Guide performance conversations with a clear SBI-R structure that captures facts, impact, and next steps. Keep feedback aligned, actionable, and easy to follow.
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What's inside this template
Discussion Context
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Discussion Date
Date the performance discussion took place.
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Purpose of Discussion
Select the primary reason for the discussion.
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Brief Discussion Summary
Summarize the discussion in one or two paragraphs.
Situation
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Situation Description
Describe the specific situation, date, project, meeting, or event.
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Timeframe
When the situation occurred or the period it covers.
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Relevant Context
Any background information needed to understand the situation.
Behavior
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Observed Behavior
Describe the specific behavior that was observed without interpretation.
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Frequency of Behavior
How often this behavior has been observed.
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Additional Examples
Provide any other examples that support the behavior being discussed.
Impact
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Impact of Behavior
Describe the impact in clear, measurable terms where possible.
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Primary Impact Area
Select the areas affected by the behavior.
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Evidence or Data
Include supporting facts, metrics, or examples that show the impact.
Request and Expectations
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Manager Request
State the specific request or change needed.
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Expected Behavior
Describe what successful behavior should look like in the future.
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Support Needed
List any support, coaching, or resources needed to meet expectations.
Follow-Up and Commitment
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Agreed Action Steps
List the actions the employee and manager agreed to take.
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Follow-Up Date
Date for the next check-in or review.
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Employee Commitment
Employee confirms understanding and commitment to the request.
Common use cases
Frequently asked questions
When should I use this template?
Use it for regular performance check-ins, coaching conversations, and formal feedback discussions. It helps you keep the conversation specific and focused on observable behavior rather than general impressions.
How does SBI-R improve feedback quality?
SBI-R organizes the discussion around the situation, the behavior you observed, the impact it had, and the request or expectation going forward. That structure makes feedback easier to understand and act on.
Can this template be used for both positive and corrective feedback?
Yes. It works well for reinforcing strong performance as well as addressing gaps, because it captures concrete examples and clear follow-up actions. That makes it useful across a range of manager-employee conversations.
What should be included in the follow-up section?
Record the agreed action steps, any support the employee needs, and the date for the next check-in. This creates accountability and makes it easier to track progress over time.
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