How to Have Successful Employee Performance Discussions

Six steps to take to ensure good employee engagement

Photo by Amy Hirschi on Unsplash

Virtually every workplace with employees has a system for dealing with performance deficiencies. Although almost no manager likes to deal with disciplining underperforming employees, it is a necessity if any business unit is going to rise to the top and succeed. But this doesn’t mean that a written warning or a termination are early steps in the performance management process; in fact, for most employee opportunities, they shouldn’t be. By the time an employee receives a written warning or is under threat of termination, a manager’s problem with their issues should come as no surprise to them. Managers can ensure employee performance — and loyalty — simply by conducting performance discussions as needed.

Let’s look at six vital steps in conducting effective performance discussions.

Have a witness.

If possible, have a witness to any performance discussion you have with an employee, especially one that takes place behind closed doors (and all serious discussions should). Your witness should be another non-peer manager, preferably one with some insight into the specific performance deficiencies being addressed. A witness helps ensure accountability and impartiality from both…