Navigating the Difficult Performance Conversation

Performance reviews – they can be uncomfortable, awkward and downright difficult for employers to give their employees. Nonetheless, they’re integral to effectively running your workplace and keeping your employees operating at a high level. So how do you navigate the difficult performance conversation with grace and tact while providing legitimately useful feedback? Here are some tips.

Make It a Conversation, Not a Lecture

The antiquated format of a formal performance review is likely to have minimal impact in today’s dynamic workplace. The process should be approached more as a one-on-one conversation rather than a student reporting to the principal’s office to be scolded. But how can you implement a conversational structure?

The Balance suggests, “Aiming for performance review meetings in which the employee talks more than half of the time.” They also offer some sample questions you can ask:

  • What support can the department and I provide for you that will help you reach your goals?
  • How can I be a better manager for you?
  • What kind of schedule can we set up so you don’t feel micromanaged, but I receive the feedback I need about your progress?

The point here is to make your employee an active participant in the conversation. It should be a two-way dialogue.

Be Specific

Generalized statements and ambiguities simply won’t get the job done. You need to provide specific examples of where an employee excelled or missed the mark. Focus on the exact behaviors/habits you want your employees to improve on and offer ideas on how they can achieve this. Try to incorporate concrete data to keep things objective rather than letting your subjective bias steer the conversation.

Be Honest and Tough When Necessary 

One mistake that employers make is holding back and sugarcoating things. They already have an existing relationship with their employee and know they will be interacting with them on a consistent basis moving forward. In turn, they don’t want to sour things or hurt anyone’s feeling by being 100 percent honest.

This mentality is problematic because unsavory behaviors are likely to be perpetuated. The key is to be tough when necessary and totally honest about what needs to be improved. However, you never want to be mean about it. Always focus on the behavior and not the person. Be respectful and avoid tearing an employee down, but be firm with your feedback.

Performance reviews aren’t the easiest thing in the world and definitely not everyone’s cup of tea. But you can make the process as painless as possible for yourself and your employees by following these tips. The end result should be valuable feedback without creating a rift.

Looking for more advice on employee management and recruiting? Get in touch with the professionals at Encadria Staffing Solutions today.

 

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