When you have tried to communicate the problems, you note with an employee’s performance, and the employee disagrees, questioning is one recommended approach.
• Can you provide examples that will show me what is wrong with my assessment of your performance?
• What do you think that I am misunderstanding about the performance that I regularly observed this quarter?
• The feedback that I have received from your coworkers, team members, and other managers is consistent with my observations. Consequently, I know that you disagree with my assessment, but I have not heard anything today that makes me want to alter it. For now, my assessment will stand. I will be happy to discuss your performance further in a month at our weekly meeting after I have seen evidence of improvement in these areas.
Another recommendation is to summarise the performance review with a closing statement such as: “Laura, will you summarise our discussion here today so that I know that you and I are on the same page?”
Express confidence in the employee’s ability to learn, grow, change, or improve: “I am confident that you will be able to make the changes that we have discussed today. I believe that you will be able to make these improvements because you have the talent and skills needed for this role. I am available to help you when you face challenges to your success or if you feel you will miss a due date or deadline. Just let me know when this occurs as soon as you are aware of it.”
When you communicate clearly and avoid a defensive reaction, you can express your expectations in a way that the employee hears. Speak so that employee listens, comprehends and improves.
Written by Sahar Habib
Founder of Coach Wilson