Performance Appraisal Bombshells: Delivering Bad News
Performance reviews are essential for assessing employee performance and giving feedback that can help them improve. But, let’s face it – performance reviews can be uncomfortable. Especially when it comes to delivering bad news.
For managers, introducing negative feedback during a performance review can be daunting. After all, no one likes delivering difficult news. However, it’s important for managers to be prepared to deliver bad news in a way that can help employees understand and accept it.
The key is to ensure that employees are never surprised by what is said. Columnist Paul Falcone explains that managers should not introduce negative feedback during a performance review if it hasn’t been discussed before. This can create an uncomfortable situation for both parties.
Rather, managers should strive to create an environment that encourages open and honest communication. Employees should be given the opportunity to voice their concerns and issues in a safe and open environment. This will ensure that when it comes time for the performance review, both parties are on the same page and prepared for any difficult conversations.
Managers should also strive to be proactive in addressing any issues that may arise during the review process. This means anticipating potential problems and addressing them before a performance review. This includes communicating any concerns with the employee before the review, setting expectations and objectives for the upcoming period, and regularly checking in with the employee throughout the review process.
When it comes to delivering negative feedback, managers should focus on the facts and present them in a clear and concise manner. Avoid using personal feelings to express the feedback, and instead focus on the facts. It’s also important to provide a clear explanation of the issue and how it can be addressed.
In addition, it’s important to provide employees with resources to help them improve. This could include training opportunities, additional guidance from other team members, or additional support. Providing these resources can help ensure that employees have the tools they need to make improvements and achieve success.
Finally, it’s important to take the time to listen to the employee’s perspective and provide an opportunity for them to ask questions. This can help to ensure that the employee understands the feedback and can take action to address any issues.
Ultimately, delivering bad news is never easy. But, by taking the time to prepare and ensuring that both parties are on the same page, managers can deliver difficult feedback in a way that is respectful and helps employees understand and accept it.
