Conducting Effective Review, Disciplinary, and Termination Meetings
IN THIS CHAPTER
Conducting effective performance reviews
Dealing with employee defensiveness
Making the tough calls with disciplinary and termination meetings
If you are a manager, you have a tough job: You need to judge and coach at the same time. In other words, if you are a manager, you serve as a judge by evaluating performance and allocating rewards. But you also serve as a coach by helping employees solve performance problems, identify performance weaknesses, and design developmental plans that will be instrumental in future career development. And supervisors often feel uncomfortable because they need to convey bad news, which may cause employees to react negatively. In other words, there is a concern that managing performance unavoidably leads to negative surprises.
This chapter teaches you how to be effective in three types of performance meetings: review, disciplinary, and termination.
Conducting Effective Review Meetings
Performance review discussions serve three important purposes:
- These discussions allow employees to improve their performance by identifying performance problems and solutions ...