Step 3: Open the Meeting

The process is about giving the employee Recognition for a job well done, ensuring they clearly understand the Expectations (Accountabilities, KPIs and Goals) of their role, providing Feedback about their performance and agreeing on any Help that may be needed to ensure the necessary results are achieved.

• Make sure you give the employee a good experience of the conversation.
• Listen and ask questions until you deeply understand what they are saying.
• Be honest, and courageous if required, in your conversation. No one benefits if there are performance problems or training needs and you avoid talking about them.
• Praise good performance.
  
  

Remember that it’s the quality of the conversation that’s important!

• Close the door to avoid interruptions and turn phones off.
• Think about where you are sitting – ie not on opposite sides of the desk.
• Always start on a positive note. Make the employee feel at ease so both parties get the most out of the discussion.
• Talk about an unrelated matter to get the conversation started, but don’t spend too much time shooting the breeze otherwise you may find it difficult to return to the task at hand!
• Re-state the purpose of the meeting.
• Ensure the employee feels they are able to engage constructively and freely express their views.
• Emphasise your willingness to help the employee.
• Use “we and us” language rather than “you and I”. 
  
  

Continue to Step 4