Discuss any gaps or developmental needs, and their consequences. Does the employee understand your reaction to their behavior, or the impact it has on their team, clients or organization? They may be unaware of the repercussions their behavior has on others.

Use open-ended questions and encourage discussion. It can be hard to review weaknesses without the employee getting defensive or withdrawn. Let them know you will work with them to improve and succeed.

If you have told them what you do not like, discuss the behavior you are seeking. Let them participate in designing the solution by asking “What can we do to resolve this?” Or “What approach do you suggest to address this?” It will build their buy-in if it is not dictated from you.

Many of these tips focus on the employee with issues to address, because those that don’t are easier. Don’t forget positive feedback, but focus appropriately on it. Don’t over-inflate accomplishments, hiding issues because they make you uncomfortable. Be encouraging and express your confidence in their ability to continue to do well and to improve.

Performance appraisals can strike fear into the hearts of managers and employees, but they shouldn’t. It is a process, not an event, that should be rewarding and result in improved performance and better alignment of efforts with goals.

What are you learning? What can you share? Send me an email at: mcook@ageos1.com

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