The FAIR cycle regarding performance

Information: This element involves the manager providing the necessary resources and support for the employee to successfully complete their planned actions. This could include access to training materials, a mentorship connection, a book, or simply a dedicated block of time to work on a skill. It's the manager's role to ensure the employee is not only accountable for their actions but also equipped to succeed.

Results: This is the final and most critical element. The manager and employee meet again to evaluate the outcomes of the planned actions. Did the employee achieve the desired results? This step provides a sense of accomplishment and closes the loop. It also serves as the foundation for the next round of feedback, starting the cycle anew. The results are not just about success or failure but about learning and continuous improvement.

Sample Answer

The FAIR cycle is a performance management model that helps individuals and teams improve by creating a continuous loop of feedback and action. It provides a structured approach for managers to have ongoing, meaningful conversations with their employees. The FAIR acronym stands for Feedback, Action, Information, and Results.

The Four Elements of the FAIR Cycle

Feedback: This is the starting point of the cycle. It involves a manager providing specific, timely, and constructive feedback to an employee. The feedback should be based on observable behaviors and their impact on performance. The goal is to provide clarity on what the employee is doing well and where they need to improve. Effective feedback is a two-way street, where the employee also has the opportunity to respond and ask questions.

Action: Following the feedback, this element focuses on creating a concrete plan. The manager and employee collaboratively identify specific actions that the employee will take to address the feedback. This moves the conversation from general discussion to tangible, forward-looking steps. The actions should be clear, measurable, and tied to the desired outcome. For example, if the feedback was about poor communication in meetings, the action might be to practice speaking up at least once in every team meeting.