How can you handle performance conversations with employees without damaging the employment relationship?
It can be an uncomfortable situation when you’re faced with informing an employee that their performance is not up to the level required.
How do you communicate this effectively without damaging the employment relationship so that the employee understands where they are underperforming and the improvements required of them?
How do you ensure that the conversation does not leave the employee feeling personally criticised rather than helped?
How do you ensure that this conversation is sensitively handled and doesn’t impact on further productivity of the employee?
Download the checklist and learn how to handle performance conversations informally: