Page 164 - Becoming a Successful Manager

Conducting Meaningful Performance Reviews 155

that understanding will contribute to a meaningful review. If
you gain insight on how the employee feels, you’ll be better
able to understand him. Ask appropriate questions to keep
the dialogue going. (Review the chapter on the art of asking
questions.)

3. Discuss a strategy for helping the employee improve on any
negative habits and balance it with the implications of not
changing the negative behaviors. While you don’t want to dwell
on the negative, it is important that he understand the potential
consequences.
Describe the consequences in detail. For example: “I’ll
have to put you on probation for two months” or “You won’t
be eligible for the transfer until you are on time on a regular

basis.” By being specific, you will not appear to be casting idle
threats with unfair generalizations.
Also use appropriate positive comments: “You’re due for a
promotion within the next quarter,” or “There is a raise com-
ing effective your next pay period,” or “You are on target for a
bonus this year.” This will give the employee the incentive to
improve.
Conveying the truth, both positive and negative, and
clearing the air will contribute to a better working relation-
ship. Be sure, however, that this clarity is connected to future
actions and improvements that will benefit the company and

the employee’s satisfaction and performance. This leads to the
next step.

4. Link past accomplishments to whatever changes are needed.
For example, if the person was good with inventory in a prior
assignment, show him how those same detail skills could help