Discussing job performance

 Nothing is more terrible than activity without insight. 

–Thomas Carlyle

The purpose of a performance appraisal meeting is to encourage good performance or correct poor performance. In both cases, you need to base your job performance discussion on specific accomplishments compared to agreed-upon performance goals. Keep the focus on the performance and make sure not to personalize it. This is also a time to:

• Confirm that the employee understands what his or her responsibilities are and has the requisite skills and resources
• Discuss the coaching and training required to improve skills, motivation, and confidence
• Outline next steps. Spell out the specific actions you, the employee, or others will take and when. For positive performance, consider what actions can help sustain or strengthen the performance. For poor performance, identify actions that can help lead to improvement. Seek agreement and commitment from the employee. Toward the end of the meeting, establish the time and goals for your next follow-up meeting.