Page 5 - The Leadership Line: December 2022

Creating a Dialogue

Discussing the performance review
When discussing the performance review remember that it is a two-way, individualized
conversation between manager and employee. Performance conversations can be difficult,
and managers should try to create a positive experience that motivates employees and
drives high performance. Using specific language is key. Here are some tips that will be
helpful when discussing an employee’s performance evaluation.

Do’s Don’ts
» Problem-solve » Blame
» Focus on the entire year » Select only recent activities

» Be specific » Generalize
» Integrate with the mission and goals of the » Focus on actions, goals, and objectives that
team and MIL don’t connect to team and organizational
goals
» Ask for their opinions, suggestions,
accomplishments, goals, and needs. » Do all the talking

Performance management isn’t simply a once-a-year evaluation. Good performance management is a continuous,
positive collaboration between you and your employees. By staying connected with your team all year round, you
can adjust work performance as needed, and assess and support your employee’s performance and ability to meet
annual goals.

Proven strategies & best practices: Remote evaluations
Set expectations before the review and during:

» Before the review – Tell the team member the meeting will be via Teams with the camera on.
» When the meeting starts – Set the tone, make your team member feel at ease by explaining this is a two-way
conversation to help recognize accomplishments, identify strengths and weaknesses, and establish goals for
continued success.
Be prepared for unplanned technical glitches/silences.
Anticipate possible video call delays / frozen screens. You may accidentally speak over each other. It can feel
awkward and interrupt your train of thought and the overall conversation. Listen carefully and encourage back and
forth communication. Pay close attention to make sure things aren’t lost in translation. Pay close attention to body
language – yours and theirs.
Don’t be afraid of silence.
Ask open-ended questions and be okay with waiting for an answer. Don’t jump in to clarify your question, just wait.
Your team member will ask for clarification if needed. Give your team member time and space to give you feedback/
their thoughts/ opinions.