The staff/management/group performance and development review concept is built around Tønnesvang's medarbejdervitaliserende samtale [staff vitalising dialogue] with a focus on the development of the individual as a whole – regardless of stage of life, gender, ethnicity or seniority – and the motivation for the development of the individual’s competences, potential and well-being (Tønnesvang, Schou and Hansen, 2020). There is a particular focus on basic psychological needs and how particularly demanding conditions in people's lives promote motivation, well-being and qualified self-determination in their way of developing and mastering their lives.
The staff vitalising dialogue is a conversation between manager and staff member about what matters to the staff member in their work life – not only in relation to completing tasks, but also the meaning the staff member sees in their work life, the sense of belonging and community the staff member feels in their collegial relationships, and the experience of the staff member in being themselves in their work life. The staff performance and development review provides an opportunity to reflect on these important conditions for the staff member’s work life. The manager helps facilitate and support the staff member in having a good work life and thus utilizing their potential and competencies for the greatest benefit for both the staff member and organization.
The staff revitalising dialogue is built around four basic psychological needs:
- Mastery (mastering my tasks)
- Need for meaning (experiencing meaning)
- Belonging (feeling connected, accepted)
- Autonomy (being who I am)
See also the AAU Handbook which describes relevant conditions for conducting staff/management/group performance and development reviews at AAU.
