How can you handle performance conversations with employees without damaging the employment relationship?
It can be an uncomfortable situation when you’re faced with informing an employee that their performance is not up to the level required.
How do you communicate this effectively without damaging the employment relationship so that the employee understands where they are underperforming and the improvements required of them?
How do you ensure that the conversation does not leave the employee feeling personally criticised rather than helped?
How do you ensure that this conversation is sensitively handled and doesn’t impact on further productivity of the employee?
How do you ensure you have the necessary steps in place to ensure you can monitor and review their performance?
The following 11 golden rules can help make the conversation effective while maintaining a good relationship with the employee.
Download the 11 golden rules for handling performance conversations informally: