So, you’ve decided to call an employee in to talk about his performance. Maybe you’ve noticed the employee seems disinterested about taking on new tasks. Or that his work is regularly late when it used to be prompt.
Regardless, you know you have to have “the talk.”
How you approach the performance chat will affect the response you’ll get – and the turnaround you’re hoping for.
But even though your main goal is to improve the employee’s performance, your chat might backfire if you have an underlying motive going in.