Discussing performance

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Discussing performance

Facilitating a discussion about someone's performance at work can be difficult. Most leaders don't like overtly and formally judging someone. And, most employees don't like being evaluated. So, these conversations can be a little tense. But, they don't have to be. If you're well prepared and follow all of the advise we're about to discuss, the conversation can not only be largely free of stress but also very productive. So let's get started. The first thing I want you to do is watch the clock carefully. Think about framing your use of time in terms of past, current and future.

You want to shoot for 10% for the past, 50% for the current period, and 40% for discussing the future. The past should take no more than 10%. This is just you setting the performance context. For example you might simply note how long they've been with the company, how many promotions they've received, their current role, and how long they've held that position, and a small number of major wins, or losses from their last review. That quick recap then leads to the main part.


Source: https://www.linkedin.com/learning/performance-review-foundations/discussing-performance