Performance reviews are normally seen as negative situations. As a result, employees anticipate issues with their work, warnings, and ultimately dismissal. These days, performance reviews are also opportunities for positive feedback, but negative performance reviews are still common – here is how to handle a negative performance review.
It can be frustrating when you have an employee that doesn’t pull their weight or perform to a basic standard. It’s even worse when they’ve had performance reviews in the past, and they simply aren’t responding to support and feedback. Still, it helps to stay calm and focused.
Staying calm doesn’t mean being a walkover or not asserting your responsibilities in the role. Instead, it means controlling your frustration levels and still delivering the information needed to improve your employee’s performance. Remember, it’s a tough experience for both of you.
In the context of a performance review, employees are naturally “on edge.” The concept of a review usually means negative feedback, and although this is not always the case, it’s often the association that’s made. Help employees feel more comfortable by listening and empathizing.
Ask your colleague what the issue is and let them speak. Often the reason for underperformance runs a bit deeper than how it appears on the surface. Perhaps, work was delivered late to them, for instance, or they had something personal going on.
Emotions run high during Performance management reviews, so it’s more important than ever to stay focused on the issues and not the person. It’s all too easy to criticize the person for underperforming, but when you do this, you make the issue personal which isn’t productive in the long term.
Prior to the performance review, make a list of facts for why this colleague underperformed. For example, perhaps their work was delivered late, or its quality wasn’t up to scratch. Then, again, explore the reasons why they might have occurred and avoid judgments and assumptions.
During a performance review, there are times when the employee pushes back and give you some feedback of their own. This can take you by surprise if you aren’t prepared for it because performance reviewers tend to be in a position of authority. But you can use it as an opportunity.
If your colleague has something to say about the processes of the job role, it’s a chance to listen to feedback and consider changes. Always keep the big goals in mind; remember that the purpose of performance reviews is to enhance the reputation and profitability of the company.
If your role in a company is to carry out performance reviews, you are interested in improving the contribution of underperforming employees. The only way to do this successfully is to offer support where necessary and make your employees feel like you are ready to support them.
During performance reviews, gather as much information as you can about the obstacles that inhibit your employee’s best performance. It could be things like flexibility, workload, equipment, or training. The more information you have, the better you can support them.
