Tips for Giving Feedback on Poor Performance
Author: Sarah A Scala, M. Ed & OD, ACC
Reading Time: 2 Minutes
Sarah Scala Consulting partnered with MindEdge Learning as a subject matter expert on Team Creativity, Innovation, and Employee Performance. I was interviewed to produce video content about specific topics that were incorporated into their online learning courses for MindEdge’s clients. This is part of a blog series about this project.
For the course on Difficult Conversations at Work, I was given scenarios about workplace situations that managers, leaders, and human resources professionals would need to resolve. In this blog, I share best practices for how to give feedback to underperforming employees or instances where employee performance has recently declined.
Schedule a Private, In-Person Meeting
When providing feedback on poor performance, schedule a 1v1 meeting with the employee that's private and preferably in person. Inform the employee that you're aware of their declining performance. Give examples and focus on their individual behaviors versus them as a person. Listen to understand any underlying reasons that may affect their behavior, and discuss expectations of the role.
Complete a Performance Improvement Plan (PIP)
If appropriate, complete a Performance Improvement Plan (PIP) with a timeline for improvement, and schedule follow-up meetings. Although you had the meeting and completed the paperwork on a PIP, it doesn't mean your work is over as a leader.
It is important to monitor progress, have regularly scheduled meetings, and move forward to disciplinary action, if appropriate. It's also critical to have documentation of what's happening, in case the employee needs to be exited from the company.
Talk it Through
When giving feedback on poor performance, depending on the severity, many employees appreciate your willingness to have a conversation about what is going on and to be effective listeners. It’s also important to talk about how you might be able to remove some barriers that may be getting in the way of improved performance. Not all poor performance conversations need to lead to termination.
Often, conversations can result in a strong improvement in performance by the employee and a feeling that they have the support of their leader, which should build engagement and retention.
Check out my short video on Managing Poor Performance Conversations
What tips can you share about feedback on employee poor performance? Comments welcome. We hope this article helps you approach how you provide negative feedback to underperforming employees moving forward.
Questions? Let’s connect. I would love to hear your success stories. Please send them to: hello@sarahscala.com
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About the Author: Sarah Scala is a senior talent management leader and Boston-based executive coach with 20+ years of experience providing organization development, change management, and leadership development coaching solutions for diverse global and local industries. She is a collaborative consultant, coach, and educator supporting performance transformation of executives, leaders, and teams. Sarah is a methodical, results-driven leader recognized for helping clients reach their highest potential, increase revenue, reduce turnover, elevate business profitability, build competencies, and improve performance.
Privacy policy: I do not rent, sell, trade or share your email address with anyone, ever.
©Sarah A Scala Consulting
All rights reserved. Excerpts and links may be used, provided that full and clear credit is given to Sarah A. Scala Consulting with appropriate and specific direction to the original content.
Privacy policy: I do not rent, sell, trade or share your email address with anyone, ever.
© 2012-2019 Sarah A Scala Consulting
All rights reserved. Excerpts and links may be used, provided that full and clear credit is given to Sarah A. Scala Consulting with appropriate and specific direction to the original content.