When an Employee Isn’t Meeting Expectations

 

Reviewing the performance of an employee who isn’t meeting expectations is high stakes for both sides. But these challenging moments can also offer opportunities to strengthen the manager-employee relationship. Here’s how to make it a constructive conversation.

Set the stage for collaboration. Start by defining what success looks like and ensure it’s a shared goal. Begin with: “Let’s have an open dialogue. My goal is to give clear feedback, get on the same page, and support your development.”

Reflect on the past. Encourage your direct report to assess their past performance by asking: “How do you feel you’ve met your goals? What’s working well and what isn’t? What would you like to improve on or do differently?”

Provide constructive feedback. Be clear and specific with examples. Gather insights from multiple stakeholders to ensure fairness. Approach with empathy, avoid judgment, and create space for them to share their perspective.

Offer positive reinforcement. Highlight their strengths and show belief in their ability to improve and achieve their goals. Emphasize growth and development over criticism.

Set an actionable path forward and reset expectations. Ask forward-looking questions like, “How would you handle a situation if…?” to foster a mindset geared toward future improvement. And clearly reset expectations. Ask: “What actions are needed to meet our new standards? How can I support you as we work toward these goals?”