1.
Set the Stage
Objective: Make Kendall comfortable and set a positive tone for the
meeting.
Approach:
Start with Appreciation: “Kendall, I want to start by acknowledging
the positive contributions you’ve made to the team. Your technical
skills and creativity have been assets to our projects.”
Purpose of the Meeting: “Today, I’d like to discuss both your
strengths and areas where there’s room for improvement. My goal is to
help you develop further and succeed in your role.”
2. Discuss Strengths
Objective: Reinforce Kendall’s strengths to build confidence and motivation.
Approach:
Highlight Achievements: “Your ability to complete additional work
on schedule and your technical expertise are commendable. These are
critical to our success and are greatly appreciated.”
Acknowledge Dependability: “Your dependability has been a
cornerstone of your performance, and it hasn’t gone unnoticed.”
3. Address Areas for Improvement
Objective: Provide specific feedback on areas where Kendall can improve,
and offer support for development.
Approach:
Cooperation with Other Managers:
o Feedback: “I’ve noticed that there are times when your
interactions with other managers haven’t been as collaborative
as they could be. For example, there were instances when you
didn’t engage with their technical issues or provided dismissive
comments.”
o Impact: “This can affect team morale and the effectiveness of
our cross-departmental collaboration.”
o Support: “I’d like us to explore strategies for improving
communication and cooperation with your peers. How do you
feel about attending a workshop on team dynamics or
leadership?”
Office Presence:
o Feedback: “It seems like you’re not always present in the office
compared to other managers. Being visible is important for
motivating your team and demonstrating commitment.”
o Impact: “If team members see their manager regularly, it can
boost their motivation and sense of direction.”
o Support: “Let’s discuss ways to better balance your time in the
office with your other responsibilities.”
Handling Exciting Work:
o Feedback: “You’ve expressed a desire for more interesting
projects, and while I understand the need for engaging work, it’s
important to consider the team’s needs and overall fairness.”
o Impact: “Favoring certain projects for one person can affect
team morale and perceptions of fairness.”
o Support: “Let’s work together on identifying growth
opportunities within your current responsibilities and discuss how
you can take on new challenges over time.”
Communication Issues:
o Feedback: “There was an instance where you didn’t inform me
about a change in a key meeting date, which led to
complications.”
o Impact: “Effective communication is crucial, especially when it
involves external stakeholders.”
o Support: “We can implement a more reliable system for
tracking and communicating important changes. What are your
thoughts on this?”
Team Turnover:
o Feedback: “There’s a high turnover rate within your team, and
while productivity is high, I’m concerned about the potential
impact on morale.”
o Impact: “High turnover can disrupt project continuity and affect
team cohesion.”
o Support: “Let’s discuss strategies for improving team
management and engagement. I’d be happy to provide
resources or coaching in this area.”
4. Set Goals and Action Plan
Objective: Create a clear action plan for improvement and development.
Approach:
Define Goals: “Based on our discussion, let’s set specific goals for
improvement in these areas.”
Action Plan: “We’ll develop an action plan that includes steps for
enhancing cooperation, improving office presence, and managing team
dynamics. I’ll also provide you with resources for further development.”
Follow-Up: “Let’s schedule regular check-ins to review your progress
and address any challenges you may face.”
5. Close on a Positive Note
Objective: End the meeting on an encouraging note to motivate Kendall.
Approach:
Reiterate Support: “I believe in your potential and am confident that
with focused effort, you can overcome these challenges.”
Encouragement: “Your creative strengths and technical skills are
valuable assets. Let’s work together to build on them and address
these areas for growth.”
By following this approach, you ensure that Kendall receives balanced
feedback and a clear path forward, enhancing their chances of improvement
and overall success in their role.
