Communicating Poor Performance
Notice the following in the video:
- The supervisor is well prepared. Supervisor has logs, business cards, EAP brochure, the employee's job description and a copy of the evaluation in hand before the meeting.
- The employee has been given the chance to review the evaluation before meeting with the supervisor.
- The meeting is held in a private and neutral setting, the conference room table (complete with tissues), rather than the supervisor's office/desk.
- The supervisor has made notes regarding talking points in order to keep the conversation on track.
- The employee is not surprised by the evaluation.
Did you notice the following in the video:
- Supervisor maintained control of the conversation.
- Supervisor ensured there was enough time allotted to finish the conversation without interruption.
- Supervisor based the evaluation on FACTS about the employee's actual performance.
- Supervisor kept the conversation focused on improvement opportunities/potential.
- Even though the supervisor is obviously frustrated, she maintains a professional and respectful demeanor while still being direct and unwavering.
- Supervisor set the stage for continuous communication.
- The supervisor leaves the responsibility for success up to the employee.