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1. Discuss performance issues, not the
person
2. Limit your discussions to facts, not
assumptions
3. Be objective, back up with records
4. Be prepared to spell out clearly
what’s acceptable and how to reach it
5. Listen…allow for ventilation
6. Share the blame if necessary
7. Use mistake for learning value
8. Focus on the future, not the past
9. Find a better way..use open ended
questions to draw the employee out
10. Affirm their ideas and when possible,
add yours as suggested improvements. ( Don’t tell them they’re wrong constantly
)
11. Allow employees to save face
12. Summarize what’s said, What’s agreed to.
13. Put it in writing if it’s serious
enough. Written commitments work
14. Compliment the other person’s calm
matter
15. End on a high note of confidence that
improvement can occur
16. Follow-up. Set a time / Place if
appropriate to review progress