How to Deliver a Bad Performance Review
Delivering a bad performance review can be one of the most difficult challenges a manager faces. Done correctly, however, it can be an opportunity for managers to build stronger relationships with their employees by demonstrating professionalism, openness, and caring.
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Instructions
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Put the employee at ease with a friendly tone, handshake and comfortable private, review environment. If you've done your job properly, providing timely feedback consistently outside of the evaluation time, chances are the employee knows she is about to receive a bad review.
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Let the employee know that the review is a two-way communication process and how you'd like to deliver the review. You may want to give him time to read it ahead of time or you may want to review it in person and have time for questions afterward.
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Provide the employee opportunities for growth or ways to correct shortcomings in the content of the review. It's important for the employee to feel that there is room to improve and correct the situation.
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Maintain a positive, relaxed tone of voice throughout the review and do not appear defensive. Employees will respond better if they do not feel they are being attacked and will appreciate the professionalism.
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Solicit the employee's feedback. This is the time to clarify and allow the employee to ask questions about her job performance, your role or other things that may help improve her job performance.
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Schedule plenty of time for the review so that the employee has time to digest the information and respond with a healthy dialogue. Do not let the employee back into the work environment until he is fully composed and able to be productive the rest of the work day.
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Let employees know that they have the right to appeal a review to at least the next highest level. Take immediate action to correct any discrepancies in the review if the employee cites unfair language or inaccuracies. This will demonstrate your integrity and fairness to the employee.
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Tips & Warnings
When delivering a bad performance review, avoid potential lawsuits or discrimination complaints by ensuring the employee has the opportunity to provide feedback and the ability to appeal the review to at least the next higher level of management.
References
- Photo Credit Group of business people working together in the office. image by Andrey Kiselev from Fotolia.com
