During the past several weeks, I have made multiple posts about performance management (PM) to help organizations determine if and how they should adjust their PM process as a result of COVID-19. And with many organizations in the process of having mid-year PM check-ins designed to help employees and managers reflect on progress made towards yearly objectives and expectations for the remainder of the year, this article provides ideas for conducting those conversations. The article encourages managers and employees to adapt check-in conversations in four ways, including 1) Focus on contribution, not performance. Given that shifts in business priorities and personal circumstances have impacted employee performance (likely in many instances), organizations might focus more on behaviors and contributions vs. outcomes. 2) Adjust the agenda of check-in conversations to acknowledge new realities. Many managers can demonstrate empathy during conversations with employees by asking questions such as How are you managing to balance professional and personal demands? How are you adjusting to working remotely? Other recommendations center on focusing conversations on shorter-term prioritization of work rather than long term goals that are subject to change. In case you missed it, you should check out my post on an article by the Talent Strategy Group, which provides further guidance for adjusting PM based on the extent to which COVID-19 has impacted an organization.