1. Tool #3: Keep Difficult Performance Conversations on Track
Anticipate how you think an employee will react to your performance feedback
Think of a specific employee and a piece of difficult performance feedback you’d like to share. List the top two to three reactions this employee may have:
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Plan your strategy for responding to the employee’s reactions
Based on your employee’s likely reaction, how do you plan to keep the conversation on track? Refer back to the table on page 16 of The Manager’s Guide for Accurate Evaluations for assistance. In the space below, write your strategy for responding to each of the reactions you listed in Step 2 above.
Your planned response to reaction A
Your planned response to reaction B
Your planned response to reaction C
Source: Talent Development, Coaching for Optimal Outcomes, 2013; HR Advancement Center research and analysis.