Page 56 - Perfect Phrases for Motivating and Rewarding

■ Your comments should reflect employees’ work in relation
to their job descriptions. Filter out feelings and focus on
actions. Discuss strengths and developmental needs in
key performance areas. Reference objectives and previous
action plans. Focus on job-related behavior and performance
expectations.
■ Developmental feedback is more effective when it involves the
problem’s causes and corrections; its effect on others within
the workplace; and, if applicable, its impact on company goals,
image, or client/customer relations.
■ Seek to identify areas for new skill development and/or
increased responsibility. Help your high-potential performers
reach greater goals.
■ Develop an action plan with the employee and schedule
interim follow-up meetings. Follow-up is critical. Revise goals as
necessary.
■ Employees should leave the performance review meeting with
your comments in writing.
■ Conclude on a positive note and express your interest in the
employee’s success. Schedule a follow-up meeting to review
progress toward developmental and growth decisions.

Motivational Phrases—General
■ “Are you pleased with your overall performance? Why/Why
not?”
■ “What would you like to change? Why? How?”
■ “What changes would you like to see—in the organization,
department, division, yourself—that would help you do your
job? How would you suggest implementing these changes?”
■ “Can you think of anything specific I’ve done that has helped
or hindered your performance?”
■ “I know you’ve been working to make changes we discussed in
the last meeting. Are you having any problems with that?”

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