How to Handle Difficult Performance Discussions with Employees

I am so sick and tired of dealing with this employee. If you are a manager, you have likely expressed some version of this thought before. When I talk with small business owners, they frequently state that managing people is the most challenging part of their job. Finding the balance between being empathic and getting things done is the goal, but it tends to be elusive.

This is especially the case when managing people is one of many roles you must play within your organization. If you have been struggling to figure out how to start a difficult performance discussion with an employee, this article will provide you with six steps that will help you to address performance issues while still maintaining a good relationship with your employee.

6-Step Process to Performance Discussions

1. Check for understanding of the task
2. Discuss the difference between expectations and performance
3. Ask what support is needed
4. Verify expectations are realistic
5. Request commitment from the employee
6. Establish a follow-up plan

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