How to use the Performance check-in template

Start a board from it
Use this template opens a new Freero board with the Performance check-in template on it (sign up free first). On a board you already have, open Templates in the toolbar and search for “Performance check-in”.
Follow the instruction on the board
“The team member fills in their notes first; the manager adds theirs in a different colour. Talk about the gaps between the two.”
Fill in each part
- What went well since we last talked? Results, but also things you are proud of that nobody saw.
- How are your goals tracking? On track, at risk or changed? Say why.
- What got in your way? Processes, tools, people or priorities.
- Feedback for your manager One thing to keep doing, one to change.
- What support do you need next?
- What will you focus on until the next check-in?
Bring your team and your agents
Invite people to the board or share a link, and work on it together live. The timer is in the top bar, private mode and voting in the board menu, and Claude or ChatGPT can join through Freero’s MCP server.

Work on it with an AI agent

Connect an assistant once and it works on the board with you, with your permissions: by default it reads and proposes, and people decide.

You ask: “Fill in the Performance check-in board from these notes.”
What happens It reads the board, then proposes sticky notes for it. Nothing changes until someone on the board accepts them.
You ask: “Group what we wrote into themes and list the actions.”
What happens It proposes clusters with a title each and task cards for the actions, labelled with its name and yours.

Feedback conversation prep
Prepare to give someone difficult feedback: what you saw, its effect, what you want instead and how you’ll listen.
Performance calibration
Managers compare their review ratings side by side, with the evidence for each, so the same work gets the same rating across teams.
Manager onboarding checklist
Everything a manager does to onboard someone well, from before day one to the end of month three, as cards to move.
Exit interview
Learn from people who leave: why they’re going, what worked, what didn’t, and what would have made them stay.
Interview debrief
Bring interviewers together after a loop: what each assessed, the evidence they saw, concerns, and a hiring decision.
Team rituals map
List every recurring meeting and ritual the team has, why it exists, and whether to keep, change or drop it.