How to Give a Bad Performance Review
Managers use employee performance reviews to point out shortcomings in completing tasks, make recommendations on how to correct the problems, give praise where it is applicable and define ways that the employee may improve. The company uses this rating system to determine wage increases and to analyze whether the employee is potential management material or not. A bad performance report may be difficult for an employee, but there is a procedure that you can follow to make it easier for your everyone involved.
Other People Are Reading
Instructions
-
-
1
Begin the performance review by pointing out any good aspects of the employee's performance. Starting out positive makes the employee open to accepting the criticism that is about to come.
-
2
Point out areas where the employee needs to improve, and then allow a response and listen to it. If you make the bad performance review interactive, then you increase the chances that the employee will learn from mistakes made in the past. Stay calm if your subordinate becomes upset or angry.
-
-
3
Produce documentation to support your claims of a bad performance. This can be work submitted, notes that you have kept about performance throughout the year or feedback received from clients in regard to the employee's work. This helps to establish that the bad performance review is centered on the work performance, and not the manager's personal opinion. Ensure that your documentation contains dates and specific details of any incident recorded. Also, point out the times that you discussed the performance or behavior with the employee and explained your expectations for the future. These should be documented in detail along with the incidents of poor performance.
-
4
Offer suggestions for improvement with each incident of poor performance that you review. You may want to offer enrollment in a training seminar to help accomplish a goal. If there is a chance to improve, then the employee is more attentive to what you have to say.
-
5
Allow time for questions when you've finished discussing the review, but stop the session if the inquiries turn into a pleading to change the bad rating.
-
1
Tips & Warnings
Remain supportive throughout the review. Offer advice to the employee, but avoid allowing your personal feelings to get involved in the process.
References
Resources
- Photo Credit business colleagues preparing for business meeting image by Vladimir Melnik from Fotolia.com
