BREAKING BAD NEWS ABOUT BAD PERFORMANCE

Last month a colleague wrote to me explaining, "I have an employee who really is not performing well. What's the best way for me to break this news to him? Where should I do it and when? I've never had to tell an employee this news before and I'm not sure how."

Here's some tips I'd like to suggest:

• Choose the time. Make sure you allocate enough time for questions and that neither of you feels rushed.
• Choose the place. Some quiet location, without distractions is best. An office with a door is perfect. If you have a cubicle without a door, book a small boardroom or ask to use someone else's office that is available. You, and the person you're speaking to, deserve privacy.
• Choose your words. Describe the existing performance issue clearly, giving specifics. Explain the desired performance. If you can do so sincerely, express faith in their abilities by saying, "I know you can do this". Discuss how both of you can work toward what needs to be done -- make them feel included, part of the team. Explain your expectations and consequences if those expectations are not met.

Speaking to employees about performance issues is never easy. With the right time, place and words, it not only respects the employee, it makes a difficult situation more manageable.