Question

A manager needs to deliver a negative performance review to an
employee, Shona. How should the manager best approach it?
Multiple Choice
Discuss Shona’s poor performance with other
managers in the company first to get their
opinions.
Give Shona a compliment, give the bad
feedback, and then end with goodwill.
Meet with Shona in person and establish goals
for improvement.
Rank the performance of each employee on a
scale of one to ten to see where Shona falls.
Send Shona an email reiterating key
performance objectives.

Answer 1

Correct choice: Meet with Shona in person and establish goals for improvement.

Why: Difficult conversations are most effective face-to-face (or via video if remote) and when they focus on specific behaviors, impact, and a clear path forward. That approach is respectful, allows two‑way communication, and enables agreement on measurable next steps.

How to do it well (brief checklist):
- Prepare: gather specific examples, metrics, and the job expectations that aren’t being met.
- Open with purpose and show respect: state the meeting’s goal and your intent to help her improve.
- Be specific and factual: describe behaviors/outcomes, dates, and impacts — avoid labels or vague statements.
- Listen: invite Shona’s perspective and any context or constraints she’s facing.
- Set SMART goals: agree on concrete, measurable actions, timelines, and success criteria.
- Offer support: training, resources, adjustments, or coaching as appropriate.
- Document the plan and follow up: summarize the discussion in writing, schedule check‑ins, and track progress.
- Keep it private and professional: don’t discuss performance unnecessarily with other managers; involve HR if policy or legal issues require it.

Avoid relying solely on email, ranking employees publicly, or gossiping for opinions — those undermine trust and effectiveness.