Why Quarterly Discussions Drive Retention, Clarity, and Team Health
Editor's Note: Christine is Ninety’s Chief of Staff and has guided thousands of businesses on how to build measurable, compounding results.
Most leaders think burnout happens because people are doing too much. In reality, it often happens because people aren’t sure if what they’re doing matters.
When team members go months without feedback or direction, frustration builds, even among your top performers. That’s why Quarterly Discussions aren’t optional. They’re the operating rhythm that keeps people aligned, engaged, and growing. Miss your Quarterly Discussions, and you miss the chance to lead.
What Happens When You Only Talk Once a Year?
Earlier this year I worked with a CEO who was frustrated. Her team had stalled — good people were burned out, and she didn’t know why. After asking a few questions, the root issue was clear:
They were running Annual Reviews. Once a year. And that was it.
No regular conversations. No check-ins. No structured feedback loops. Just a once-a-year scorecard that left people either surprised or deflated.
When she had her leadership team start running Quarterly Discussions in Ninety, everything changed. Clarity improved. Trust deepened. Performance picked up.
Because when people feel seen, supported, and aligned — they stay and grow.
What Is a Quarterly Discussion?
A Quarterly Discussion is a one-on-one meeting between a manager and team member focused on development, alignment, and accountability.
These aren’t grading sessions — they’re coaching sessions. And they happen every 90 days to talk about what’s working and what’s not.
Why Should You Have Them?
Quarterly Discussions are a cornerstone of both company planning and team development.
They help you:
- Retain top talent by creating space for real dialogue.
- Identify misalignment early — with Core Values, Rocks, or roles.
- Develop leaders faster through clear, recurring feedback.
- Build trust between managers and direct reports.
- Keep momentum on key objectives after Leadership and Departmental Planning
If your company is serious about performance and culture, these conversations aren’t optional — they’re essential.
How Are Quarterly Discussions Structured?
Quarterly Discussions can be done inside Ninety’s 1-on-1 Tool or more informally — what matters is the conversation, not the format.
📋 Typical Agenda:
|
Section |
What to Discuss |
|
Core Values |
Does the team member live your values consistently? |
|
Right Seat (GWC®) |
Do they Get it, Want it, and have the Capacity to do the job? |
|
Accountability Review |
Are they completing their Rocks, measurables, and To-Dos? |
|
Leadership and Management Review |
What support do they need? What’s working and what’s not with their Leader? Are you building the relationship? Are there surprises to surface? |
You’ll know the conversation was a win if both people walk away with:
- Clear expectations
- New momentum
- A shared understanding of the role, Rocks, and results that matter
What If You’re Not Using Ninety?
No problem. You can run these conversations without software — just talk. EOS® calls these Quarterly Conversations. The goal is clarity and connection, not documentation.
That said, many teams use Ninety’s tools like the People Analyzer™ or 1-on-1 Tool to track trends, document takeaways, and bring consistency across the org.
Use what works. Just don’t skip the conversation.
One Manager’s Insight
A manager I worked with once said, they didn’t realize how little feedback they were giving until they committed to Quarterly Discussions in Ninety. Afterwards, people were more confident, more accountable — and they come with ideas, not just problems.
That’s the shift. From control to coaching. From performance reviews to performance momentum.
Need Support Building a Coaching Culture?
If Quarterly Discussions feel awkward, overly critical, or inconsistent — you’re not alone.
Our Professional Services team can help you:
- Train managers on how to run Quarterly Discussions in Ninety
- How to configure the Quarterly Discussion questions for your organization or specific conversations
- Use Ninety tools to document and track development to see insights
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