How can I handle difficult conversations during performance reviews?

How can I handle difficult conversations during performance reviews?

It's important to approach these conversations with empathy and clarity. Start by preparing your points and focusing on specific behaviors rather than personal attributes.

What if the employee becomes defensive?

If the employee becomes defensive, try to remain calm and listen to their perspective. Acknowledge their feelings and redirect the conversation back to the specific issues.

Can you give me an example of how to start the conversation?

Certainly! You might start with, 'I appreciate your hard work, but I want to discuss some areas where I think we can improve together.' This sets a collaborative tone.

What should I do if the conversation doesn't go well?

If the conversation doesn't go well, take a step back and give both yourself and the employee time to reflect. Follow up later to continue the dialogue.