Page 163 - Becoming a Successful Manager

154 BUILDING ON YOUR FOUNDATION

vague words because they will only lead to vague discussions,
and vague discussions usually lead to misunderstandings.
Be equally specific in commenting on positive actions, which

should also be included in the review. A frequently heard com-
ment in the workplace and elsewhere is “Good job.” What does
that mean? No one knows for sure because it’s such a vague
statement. Consider how much more of an impact the follow-
ing statement makes because it is more precise: “You reduced
expenses by 12 percent over the last month. Well done.”
Here are two simple rules for achieving a direct, productive
conversation during a performance review:
• Because the actions of an employee led you to a particular
conclusion, when you begin the discussion, focus on the
actions rather than on your conclusions.
• Encourage dialogue, and then listen to the reactions and
explanations. Give the employee the opportunity to describe
things as he sees them, while you listen, and then respond
appropriately.

2. Once you have established the specifics of the discussion and

have described your observations, stop talking. The employee
will likely have a reaction, so listen to it. He may agree, he
may correct, or he may want to expand. All of these responses
are good because they all keep the dialogue engaged. Your
task here is to continue to move ahead in order to improve his
performance.
In addition to searching for facts, watch and listen for sig-

nals that reflect emotions the employee might have. Is he shift-
ing in his chair? Are his eyes darting around the room? Is he
stumbling over his words? These signs will help you under-
stand how the employee is reacting to your comments, and