We tend to avoid difficult conversations; because they are difficult and challenging, but that’s where the opportunities are resting; the between places.  The next time you give a challenging performance review keep these tips in mind.

Let the company’s mission statement become the foundation for the conversation. Aligning performance reviews with the company mission reinforces a purpose-driven culture, clarifies expectations, and motivates employees by helping them see how their contributions make a real impact.

In doing this first, you provide the employee a sense of personal purpose, it sets the stage for desirable outcomes, can align the individual’s personal and organizational goals, and lastly it becomes easier when evaluating mission-driven competencies.

Always be prepared by clarifying the goals of the performance review and expectations for the meeting. Remember to speak facts, and never use rumors or hearsay to discuss performance, if it’s not written down, it shouldn’t be said. It is also a good idea to anticipate reactions and have a plan to deal with those reactions. I believe if you know or believe the performance review will be challenging allow the employee to pick the location and time, if possible. Keep in mind it’s about the mission statement, their performance, and not you; remember to stay calm and be mindful of your body language. Lastly, manage your emotions, and always practice active listening. When giving the review use “I” statements and make sure you frame constructive criticism in between positive feedback (positive feedback– constructive criticism-positive feedback). Have a list of solution-oriented ideas beforehand and ask the employee for any solution(s) they might have. Because this is about mission-driven competencies avoid vague statements. Always be ready to collaborate on an action plan, and have a coach or work mentor ready. Once a plan is in place, discuss solutions and set new goals, and have a follow-up no later than 90 days. Lastly, if possible, end on a positive note. People may not remember what you said, but they always remember how they felt.

Keeping the above list of suggestions, I’m reminded within the Chinese language the symbols that mean risk and moment when combined means opportunity. There is always the opportunity for low or poor work performance to become great work performance!! Below are three simple questions you can ask to help move the process along.

Example questions to bring the mission into performance reviews:

1. “How has your work this year contributed to our mission of [specific mission goal]?”
2. “What aspects of our mission do you feel most connected to, and how can we help strengthen that connection?”
3. “How can we align your development goals with our mission’s emphasis on [core value, like innovation or service]?”

If you have questions regarding this topic or related topics please reach out to Dr. Shawn Moore.